Like negotiation, which we discussed here the last time, indeed all job seeking processes; receiving a valid, realistic offer is based on a series of oft forgotten or ignored steps. Those job search steps will always include; initial preparation, research (personal/corporate/market), developing a job search checklist, developing creative presentation documents (CPD), preparing an interview paradigm system, follow-up, negotiations, secure/close and finally start.
The one basic immutable rule of job/opportunity hunting is to leave nothing to chance. Prepare for the offer; long before you call, write, solicit, or interview for any job.
You must decide at the outset of your search: What is the purpose of your job or promotion pursuit? Are you looking for just a job or an opportunity? What do you expect the outcome to be of your search? What are your 5 goals for this search? What kind of title, compensation and benefits do you expect?
As you embark on transition, either for a new position or for another position with your current employer, the questions above and others must be answered before you start looking. In other words, “What do you want to do when you grow up?” You need to have developed a through checklist of what you are looking for, why, and what you will and won’t accept.
A candidate in today’s market must establish realistic evaluation parameters prior to launch. These parameters must be based on actual corporate and market realities, and your specific needs and desires as a candidate. Accepting an offer is not simply a question of position/title, location, compensation/benefits, market or product. That real “offer/opportunity” will always occur long before you get a verbal or written offer from the prospective employer based on your presentation materials (CPD) and your approach to the company.
Although transition is emotional, you must be able to try not to allow emotions to dictate the entire decision making process of changing jobs; however, the reality is that it is an 80% emotional decision. Use your emotions positively and constructively during your search. Let it guide and direct you. Use the formula we have spoken of frequently: V=N2+A-C2 (Value must equal ROI)
For the last 18 years, my recommendations to all my candidates, recruiting or coaching is that they all define the 5 components below before embarking any transition.
1. What you want to do?
2. What do you enjoy doing?
3. What will your “family” support your doing?
4. What is your definition of a “perfect job?”
5. What gives you a sense of fulfillment?
Remember, the old adage that “you should always be running toward an opportunity, not away from a problem” is true and always will be. The corollary to this adage is that “you cannot hide from your problems,” like your shadow, it will always find you in the light of significant scrutiny.
It is not whether the product or service is sexy, it is whether it is real, and works! “Reputation speaks volumes! Usually it is also often always earned.” Evaluate the opportunity, as if your reputation depends on it. Often it does!
Every new job must be an opportunity for both the candidate and the hiring authority.
An offer will result if you can reduce or mitigate the real or imagined risk of the hiring authority. The risk/reward basis of hiring you is palpable and real to the hiring authority, and ought not to be taken likely. Your preparation materials are designed to allay much of the fear of most hiring authorities. The interview stage then allows you, as a candidate, to focus on what you will do for the hiring authority and the prospective employer, as opposed to what you did in your past life. Your perceived potentials, ROI, will always be a positive arbiter for a good offer. We are convinced after years of transition coaching and recruiting that your well presented Accomplishments, Competencies, and Potentials, (ACP) combined with our paradigm interviewing techniques will win the offer and the day.
After all, an offer is a statement that the potential client has bought your sales proposal. All sales begin and end with recognition of how you fit the client’s needs, and how you will act after you are hired. Interviews are therefore really similar to an after thought. Your presentation materials (CPD), not your resume or cover letter actually SELLS you.
The five reasons for a Hiring Manager to hire you and extend an offer are:
You will…
…Make them more money
…Relieve their job stress
…Get them noticed and promoted
…Make their job easier
…Reduce their personal risk of termination
As part of the offer topic; we are also required to discuss briefly the counter offer and when to accept an offer.
Counter Offer:
Although it is very flattering to be made to feel wanted by a present employer after you give notice, the question you must constantly ask yourself is; why do I have value now?
Because it is such a tough time emotionally for the resignee to leave, once committed to the course you cannot afford look back, especially in today’s high unemployment scenario.
There are five things to remember about every counter offer.
1. If you are or were that good, valuable, or needed after resignation, why were you not so before?
2. Why did you not get the same “offer” when you had your last review?
3. Once you give notice, you are immediately perceived in many organizations as disloyal.
4. Even though the counter offer is tempting, you “may,” more than likely will be an “outcast”, a stranger in a strange land, if you accept to return.
5. If you do accept the counter offer, you are at the mercy of the “old” employer, and you “may,” and will be replaced at their leisure, usually in less than three months from your original letter of resignation. (You become a walking target. A dead man walking!)
Offers:
When to Accept an Offer!
Each offer that you get should have all or most of the elements below, if it does not; it is only a weigh station on the way to the next opportunity.
The Six Elements to a Successful Opportunity!
1. Do what could bring PASSION in your life each day.
2. Do what could bring WONDER each day.
3. Do what could bring the opportunity for personal and professional GROWTH.
4. Do what could bring you a sense of SERENITY & COMFORT, when you advocate, sell or service the product.
5. Do what could allow for a sense of PRIDE in a job well done each day.
6. Do what could earn you an “ACCEPTABLE COMPENSATION.”
Finding an acceptable opportunity is hard enough today. Objective realism is vital in making a valid decision at the time of offer. Be realistic!
Our tag-line is the premise of our system: “Tasks are normally dismissed, measurable accomplishments are always recognized!”
To read more, please see our prior articles on this site. For more information please visit our website. We hope our unique definition of an offer has helped clarify your goal in how “get THAT NEXT job!” www.get-THAT-NEXT-job.com Our goal for these enotes is to demonstrate how you can “Move from the Herd to be Heard” in today’s job market place.
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