Accepting a job offer and handing in your resignation can be a trying time but once you have the conviction of your decision behind you, the outcome can be positive for all concerned.
In the past, acceptance of job offers generally hinged on a negotiation over salary. While salary continues to be an important issue, other considerations are now coming into play such as intrinsic reward, non-monetary conditions of employment and the scope for career progression.
Ideally, the discussion about the salary and benefits associated with a role should begin at your first point of contact with a recruiter, but in a subtle way. It shouldn’t be treated as an add-on conversation that takes place once an offer has been made.
Most job descriptions offer big bands when it comes to salary. Thousands of people often fit into the spectrum offered, all of whom have different skills. Rather than inflate your current salary in the hope of a higher starting salary in your new role, be honest as – if successful – your future employer will see your P45.
When dealing directly with companies, on the other hand, it is best to answer a straight question with a straight answer. It might seem counterintuitive, but today’s market is candidate-driven at a number of levels and it is therefore unlikely that a good candidate will be overlooked in favour of a ‘cheaper’ candidate.
To gain an insight into what’s being offered, ask questions. What did your predecessor earn last year? Was the company bonus paid in full? When can you join the company pension scheme? Is there a subsidised canteen? Take all these points into consideration and also, consider the cost of your commute as this will add up on an annual basis.
On rare occasions, candidates negotiate on the issue of salary. It is not wrong to do so, but you must be prepared to pass on the opportunity solely on the basis of salary. Playing hardball at this late stage can generate an element of ill-feeling, particularly if the recruiter or hiring manager has been open from the outset in terms of the remuneration package on offer, so consider this move carefully.
Expectation management
In accountancy, it is not unusual for two separate roles with the same title, such as financial controller, to offer vastly different salaries. A financial controller in a small firm might be offered a salary of €60,000 while a financial controller in a multinational company might be offered €250,000. Context is vital here, and you shouldn’t expect to double or treble your salary simply because your job title is the same.
Salary surveys, while useful if taken in context, can also lead to an expectation gap in terms of real salaries in the marketplace. Rather than rely on headlines, look to the detail – regional, sectoral and experience-based breakdowns, for example – to assess the salary average that applies to a person of your background and experience.
One of the few times you can legitimately expect to experience large jumps in salary, however, is in your post-qualification phase. Two or three calculated moves in the three years or so post-qualification can lead to a significant shift in base pay and all newly-qualified accountants should seek to capitalise on this opportunity. Look for an earning curve and learning curve balance at all times.
Submitting your resignation
If you are good at your job, you should expect an attempt by your current employer to change your mind. While you may be tempted to hear her or his counter-offer and ponder it overnight, you should only hand in your notice if you are convinced that the move is right for your career. In that context, there is nothing to be gained by either party in prolonging the resignation process.
Assuming you are leaving for the right reasons, and have the conviction of your decision behind you, manage the conversation and politely decline any offer of negotiation. Above all, keep it positive and show gratitude for the opportunity given to you. Move quickly from handing in your resignation to focusing on how you and your employer can work together to make the exit process as smooth as possible in the best interest of the team and overall business. If this process is handled properly you will maintain your professional relationship with your boss.
The exit interview
Exit interviews provide an opportunity for an organisation to learn more about how they might attract and retain talent into the future. While it might be tempting to finally recount your gripes with the organisation or your boss and colleagues, consider how this negative approach might be perceived.
There is little to be gained for the exiting candidate in the process so, rather than run the risk of burning bridges, keep the tone of the interview broadly positive. Neutralise any negative comments and provide feedback in a constructive manner. Above all, avoid naming names unless you are doing so in a positive capacity.
Finally…
Work hard to the bitter end and make your time at the company stand out. It’s easy to destroy years of hard work in a matter of weeks, but all employees should aim to walk out with their heads held high. That way, you will have no issue when it comes to requesting a reference ahead of your next career move.
For more career advice and information, download your copy of Career Guide 2016 today.