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Posted: 19 Aug 2011 04:25 AM PDT  During a protracted search for a Manager of In-Patient Rehabilitation on behalf of a California hospital, the perfect candidate was found! It is always very exciting when this happens… He was currently working for a competing facility and the recruitment came down to an offer and a negotiation process that dragged out over several days. The candidate received and accepted the offer and then asked for some time so he could identify a start date. At a scheduled call, the candidate revealed that when he gave notice, his current employer came back with a counter offer and the candidate had accepted. Can I just tell you the cries of agony that followed? It seriously hurt. NOOOoooooo….. Have you ever participated in or heard of a counter offer that worked out in the end? Well, this one didn’t either. The search was still open several months later, obviously a difficult and precise recruitment. The former -perfect candidate was contacted once more to see if he knew anyone that might have an interest. He was surprised the recruitment was still ongoing and expressed personal interest immediately. Apparently, the counter offer as had been promised. The problem that now stood tall was re-acclimating the client to the idea of the previous candidate whom had previously burned that favored customer, the guys who were left holding the bag, the bag with the dollar sign on it. Luckily, this story had a good ending. The client was thrilled and made a second offer almost immediately. The candidate joined the new organization with over-due excitement and expressed gratitude for the second chance. To truly appreciate his new position, the candidate had to fully understand why he was even looking in the first place. It’s like getting married and then hoping that your partner will change to be the perfect match for you. Problems don’t go away; they are magnified. Accepted counter offers are notorious for developing a lingering level of mistrust on the employer side. Additionally, justified thoughts from the employee dwell on -> “Why did it take me getting an offer from another employer for you to give me what I am worth?” It never works out. The staggering statistics are that 4 out of 5 employees who accept counter offers end up leaving in less than a year. Not very good odds. What does it say about a company that makes a counter offer? Did they not recognize the value of the employee in the first place and all of a sudden have a lurch of anxiety about a project that may not get done or the dreaded task of replacing the departing employee? The better company wishes employees luck as they move on. They want for their employees’ success. The best advice? As a recruiter, make sure a counter offer is discussed prior to a new offer landing on the table. “What would you do if your boss came back with a counter offer?” “What would it take for you to accept a counter offer?” Talk about it up front; it goes back to establishing trust and building a relationship based on respect with candidates and always watching out for the guy that pays your fee - the client. And candidates? Truly think about what you would do – prior to accepting a new offer – about what you would do if your current employer counter-offered. Who do you want to leave holding the proverbial bag?  Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology. She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs. Connect with her on LinkedIn. |
Posted: 19 Aug 2011 04:17 AM PDT  What "So tell me about yourself" really means? It's usually the first question you hear at a job interview: "Job Seeker, so, tell me a little about yourself." A lot of us take this as an invitation to wow the interviewer about how cool we really are. Besides being qualified for this position, they'll really be impressed by my Star Wars collection, my three pugs and my home beer brewing hobby! I'll tell them about my hopes and dreams, and being so impressed by my creativity, they'll offer the job on the spot. Usually, um… no. I spent a lot of money on a career counselor once who gave me some of the best advice about how to answer this question and every other question during a job interview. "They don't want to hear about you. They want to hear about how you can benefit them." Simple as that. This is, after all, a conversation in which you are trying to convince a company that you can be an asset. As long as you keep in mind that you are selling your services, experience and talents as it applies to the position, you can't go wrong. Save the dog stories and the beer brewing for AFTER you get the job! So, let's go through it again. Interviewer: "Job Seeker, so, tell me a little about yourself." Job Seeker: "Well, I graduated from ABC University with a BA in Business. Since then, I've worked at numerous companies, quickly going from intern to supervisor within three years. I tripled the sales numbers at XYZ company within two years. I am particularly skilled in computer applications and sales, and I feel I could make an immediate contribution to the company from day one." Now shut up. With every question that comes next, keep in mind that what the interviewer wants to know is how YOU WILL BENEFIT THEM. It's really not about you. It's about how you can help them. Employers, what do you think? Do you really want to hear about a person personally, or are you more interested in their skills? Or both? Photo Credit Flickr & Adelle Frank. Heide Brandes is a writer and content creator for Xceptional HR. She has more than 15 years of experience as an award-winning journalist and editor who specializes in human resources, career, and recruiting topics. You can learn more about Heide at HeideWrites and follow her on Twitter @heidewrite.  |
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