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Tag: job offer


Are you in a dead-end job?

Are you in a dead-end job?

If you are asking yourself this, then most likely, yes. You’ve probably heard the term dead-end job, but what does it mean? To put it bluntly, you have no career advancement in your present company. You’ve fulfilled your time in your position or department, and there is no room for professional advancement or growth.

A few specific examples that could lead you to this conclusion:

• Your employer cannot provide or outline a clear career path for you within the company.
• You feel you are not utilized for more challenging projects or opportunities.
• You are required to have advanced degrees or qualifications to meet the criteria for a higher-level position.
• The organization hires external candidates instead of promoting within.

Overall, you feel you are undervalued. So, is it time to call it quits and take the next step in your career? Go for it, and maybe you’ll see an overall lifestyle change!

Are Counteroffers a Good Idea?

Are Counteroffers a Good Idea?

In the short-term, they could be – long-term, probably not.

You have a new job offer with a new employer, and you decide to tell your current employer you have another offer on the table. They could either wish you the best of luck or offer you a counteroffer. If they give you a counteroffer, should you take it? It’s probably not in your best interest in the long run, should you decide to stay.

The majority of employees who accept the counter, will end up leaving their current employer within months. You were looking for a new opportunity, why not stay the course? Additionally, this could change your current organization’s view of you as an employee and you may not receive any additional monies that year and beyond. Especially, if you feel your career path has dissipated and there is no more room for growth within the company.

You should also be aware of how this might look to your new prospective employer. If they feel you are contemplating the counteroffer, they could decide to pull your offer, hire a candidate who wants to work there, and who will accept their offer.

Of course, the final stage of the offer doesn’t go without some negotiations; however, your decision to entertain a counteroffer should be weighed heavily before you enter into any discussions.

Executive Hires: Are you Missing Out on Great Candidates?

Is there such thing as the perfect candidate? As an employer, during your hiring process, this is a question you should ask yourself. If you have a long list of qualifications that are required to fill this position, you could let a potential candidate slip through before you even get to the interview stage. Usually, the final candidate hired will not tick every box you once had at the beginning of the process.

Teachable candidates with the necessary technical skills, who are a culture fit should be your ideal contenders. If a candidate is lacking in an area where they can be trained and developed, they should not be overlooked. It’s hard to find quality talent especially in a competitive market, being flexible and transparent can help with attracting the candidates you want.

As an employer, you want to stand out amongst the competition, making personal connections with candidates could identify their management style and how they will fit within the company. Think outside of the box, try not to focus on the minute details of the requirements. The perfect candidate is not out there but finding the right candidate can be done!

The Offer

You’ve reached the final stage in the recruitment process, the offer – After the application and multiple interviews, you landed the job!

Generally, the incentive for candidates to move organizations or positions would allow candidates to seek opportunities that will provide a promotion, ability to be a key contributor within the organization, and an increase in pay structure.

When seeking a new opportunity, the motivation to make a change for a new role should be discussed initially, setting the expectations from the onset. Once an offer is extended and accepted, you have agreed to the terms and negotiation ends. Strive to find a balance to determine if a counteroffer is necessary or if it is about its monetary value or the position. Most often, it is the position job seekers are trying to attain.

Organizations have set wage bands for positions based on market and internal value, from minimum, mid-point, to maximum of the salary range. Various other factors could help offset any wage bands misalignments when pursuing a job offer, including sign-on bonuses, targeted variable (bonus) pay, allowances, paid time off, supplemental retirement plans, and additional benefits.

These are all part of the equation when evaluating your next opportunity!