Should I have returned the job offer?

On October 20, 2014

In the October 21, 2014 Ask The Headhunter Newsletter, a job seeker gives back a job offer:

I had an offer for a great new job a few weeks ago. Before accepting, I had to resolve some issues regarding my relocation. The company was great during this time and worked with me to make it agreeable for both of us.

no-thanksHere’s the dilemma. It was taking longer than expected to resolve my personal issues. I felt uncomfortable delaying my start date further, so I returned the offer letter. Two days later, my personal issues were suddenly resolved. I called the company and said I was now free to take the job, but they were lukewarm and said they might want to consider other candidates.

I’m left with no job because I resigned my old job of 10+ years. The new company had remarked on numerous occasions that they would not pull the job offer from the table and I was free to work out whatever issues I had.

Although I felt I was doing the right thing by letting them move on, I feel somewhat betrayed by their treatment at this point. Did I handle this wrong?

Nick’s Reply

First: Never, ever, ever resign a job until you have accepted another.

But there’s more to this: Please read When should I tell my boss I’m resigning? It’s too late, but please remember this next time, and I repeat it for everyone else: Never, ever, ever resign a job until your new job is nailed down tightly.

Now to your main question: If anyone should feel betrayed, it’s the company. You made a decision that forced this company to deal with the situation in a way they didn’t expect.

You rejected an offer that was left wide open to accommodate you. When you returned the signed offer, you terminated the hiring process. Now, they quite reasonably want to turn to other candidates. I’m afraid you may have damaged your credibility with the company. (See Do what you say you’re going to do. This company gets credit for doing it right.)

The better choice would have been to let the deal sit on the table until they withdrew it, while you tried to resolve your personal issues. I realize you were trying to be considerate about this, but in the end you hurt your own position, without giving any real benefit to the employer.

At this point, all you can do is go straight to the hiring manager and make a clear commitment. (See Do I have to say it?) If you don’t act, then nothing at all happens. Offer a firm start date; something the company can bank on. I think this is worth a shot. But don’t be surprised if they look at you like you’re crazy. In that case, apologize and move on.

For more about how to handle job offers, see Fearless Job Hunting, Book 9: Be The Master of Job Offers, which includes these sections:

  • FJH-9The company rescinded the offer!
  • Non-Compete: Did I really agree to that?
  • Am I unwise to accept their first offer?
  • Can I use salary surveys to goose up the offer?
  • The bird-in-the-hand rule of job offers
  • Juggling job offers
  • Give us the pay stub
  • Vacation Time: What’s good for the goose
  • How do I decide between two offers?
  • How to decline an offer
  • Does a counter-offer include pay-back?
  • Am I stuck with this non-compete agreement?
  • How do I ensure the job offer matches the job?
  • How to avoid a “bait and switch” job offer

The lesson in all this is that a company is perfectly capable of looking after its own interests. It was indicating its strong interest in you by keeping the offer open and giving you the time you needed. You should have kept the offer.

Would you give back a job offer? It’s one thing to decide to reject an offer. But to return it? How should this reader have handled an awkward delay? Now put yourself in the employer’s shoes — what would you do?

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News Flash! HR Causes Talent Shortage!

On October 6, 2014

Hold the presses! I’m going to show you how HR created “the talent shortage.”

I recently did a Talk to Nick consultation that illustrates why employers aren’t filling important jobs — while they complain there’s a talent shortage. The real talent shortage is in corporate management, where hiring is treated as an expense rather than an investment. Here’s what crummy job offers cost employers.

In the October 7, 2014 Ask The Headhunter Newsletter, a job seeker turns down a lousy job offer:

I heard from my old employer today. I got an offer that’s approximately the same amount I was getting paid when I left five years ago!

Background

low-offer“Mark” (not his real name) is a successful engineer who asked me for help in 2012 — to land a better-paying job elsewhere. He succeeded, and since then his engineering skills have grown and he has developed expertise in operations and quality assurance. This talented R&D engineer can now convert technically challenging concepts into products ready for production. His skills and abilities are far more valuable today than they’ve ever been. He contacted me again a few months ago when a manager at his old company encouraged him to apply for an R&D engineering position — in other words, to return.

After an hour’s consultation with me, Mark had a series of interviews, including a meeting with the manager who knew him so well the first time around. Here’s what Mark reported happened next.

Mark’s Story

I heard from my old employer today. I got an offer that’s approximately the same amount I was getting paid when I left five years ago! I declined to state my current salary in the screening interview, and instead explained the salary range I’d expect for an engineer with my experience. The personnel jockey replied that, “You know you will have to provide this at some point to move forward.”

I suspect the HR people pegged me based on my last known salary. If I had stayed with this company for five more years, I would be making more than the offer — a figure around my current salary.

I negotiated with the hiring manager, but HR handled the offer. There was some motion on their side, but only in the form of a one-time check that had large strings attached. The deal fell through. Companies succeed in spite of themselves!

The reasons why they could not improve the offer were as bizarre as some of the excuses I used to hear on my personnel reviews about why I could not be rated higher. In my conversations with the hiring manager, he stated that they recently lost a good employee in much the same way they lost me. I just chuckled. Thanks again for your assistance.

Nick’s Reply

The McQuaig Institute (a developer of talent assessment tools) recently polled over 600 HR professionals. The #1 reason they lose job candidates — reported by 48% of U.S. companies — is because the offers they make are too low.

HR knows where the talent shortage comes from: Lousy job offers.

Peter Cappelli, a human resources and labor researcher at the Wharton School, confirms that “employers can’t get candidates to accept jobs at the wages offered.”

Employers know exactly what the problem is, but they play dumb.

Cappelli points out, “That’s an affordability problem, not a skill shortage. A real shortage means not being able to find appropriate candidates at market-clearing wages. We wouldn’t say there is a shortage of diamonds when they are incredibly expensive; we can buy all we want at the prevailing prices.”

loserEmployers today refuse to pay market salaries and wages, then blame the labor force. (See How to decide how much you want.) That’s how HR — which took control of your job offer — lost you, along with other employees, and created the talent shortage at this company. This is how HR turns companies into losers.

It can be hard to swallow the reality that a company just isn’t going to make a prudent decision when it makes a ridiculously low job offer. I can’t tell you how many times I’ve advised clients to raise offers — after I’ve shown them what it’s going to cost to leave work undone. Crummy job offers also cost employers their reputation — in their own professional community when word gets out that their offers are too low.

Many just don’t get it. Employers incorrectly view hiring as an expense rather than an investment with an ROI. The great irony is, the actual extra dollars spent on higher offers are almost irrelevant when compared to the value the new employee will create. The more subtle lesson that some companies — but not most — learn is that enhancing an offer can make a new hire happy, more loyal, and more productive. Money doesn’t buy love, but it can buy better work.

However, Cappelli points out that corporate accounting systems do not track the cost of leaving a job vacant, making it appear that the “cost savings” of leaving the job empty translate into “profit.” (Yes, I’m still laughing my A off at that one. Call it revenge against the bean counters!) A crummy job offer costs an employer — and our economy — quite a lot.

Employers are shooting themselves in the foot when they make silly job offers. An engineer plus five years’ more experience, plus expertise translating designs into buildable, quality products, plus the maturity to work across corporate departments is worth more than the same engineer five years ago.

Except to a cheap employer with a serious talent shortage in the executive suite.

Good for you for rejecting a lousy offer. I realize not everyone can afford to do that. (See Turn down that job offer.) I think such jobs get filled because employers wear applicants down and convince them that “this is the way it is, and you should accept it.”

In Pursue Companies, Not Jobs, I suggest that you (or anyone) should pick a good company, take the best job you can get there, and navigate the company once on board to get to the jobs you really want in time. It’s all about the quality of the company and the people. Salary is such a small component of a company’s business, yet HR is so focused on it that enormously bad business decisions are made over a few bucks. (Meanwhile, HR blows billions on job boards, applicant tacking systems, and other automated “tools” to help it make more low-ball offers to save money… gimme a break!)

Your old boss confessed to you what crummy salaries and job offers do: They make talent disappear. So you don’t need a news flash — you already know.

Thanks for sharing the outcome. Seriously – move on to a better opportunity. Start picking your next target, and be ready to express your desired salary range, and to negotiate a fair compensation package. You’ll learn more in Fearless Job Hunting, Book 9: Be The Master of Job Offers, and in Book 7: Win The Salary Games (long before you negotiate an offer).

Have employers created the talent shortage? Are they paying for crummy job offers in ways they don’t realize? Have you been smacked with a ridiculous offer? What implications do you think this has for our economy?

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Employers shouldn’t keep secrets from job applicants

On September 22, 2014

In the September 23, 2014 Ask The Headhunter Newsletter, a job seeker wants to see the facts:

If I had realized some of the intricate policies of my current company, I may have thought twice before taking this job. For instance, they said you get two weeks’ vacation time. It turns out you get 80 hours of paid time off, but you aren’t eligible to use any of it until after your one-year anniversary. When I do look to move on from this job, I don’t want to be misled again. Is it acceptable to ask for a copy of the employee handbook before accepting a job offer? How likely is it that a company would allow that?

Nick’s Reply

Last week we discussed why it’s so important that all the details of your job offer are in writing. (Gotcha! Get job offer concessions in writing!) It’s just as important that you examine all the details of a company’s work policies before you accept any job offer.

Protected FilesWhether or not it’s acceptable to ask for a copy of the employee handbook isn’t the question. The question is, what’s smart?

I think it’s smart to ask for the employee handbook before accepting an offer. In fact, not requesting it is asking for trouble, as you’ve already learned. (See “3 Ways to Be A Smarter Job Candidate.”)

Some companies don’t like to hand it over. They will tell you it’s “company confidential.” They’ll say the same about the written employee benefits — you can’t see them until you take the job. That’s complete bunk. How can you agree to live under rules if you don’t know what they are?

My response would be very simple. Here’s How to Say It:

“I’m excited to get your offer, and I’m very enthused about working for you, but I’ll be living under your guidelines and I’d like to see your employee policy manual before I sign up. I’m sure it’s all routine, but I like to make sure I understand everything in advance so there are no misunderstandings later. I want our relationship to be solid. I can assure you that I will not copy or disclose the material to anyone for any reason — just as you will keep all my personal information confidential.”

If they won’t show it to you, your other options are (1) to walk away, (2) to accept the job. In the latter case, there’s something you could do that’s a bit risky. Don’t resign your current job just yet. Attend the new company’s orientation, get the handbook, read it — and then decide if you’re staying, while knowing your old job is safe.

Of course, you’d be putting your old employer in a bad spot, because then you’d have to leave without providing any meaningful notice. That’s not good. But I’m trying to help you understand just how onerous a practice it is for an employer to withhold documents you need before you can make an informed decision about accepting one job — and quitting another. (See “Why do companies hide the benefits?”)

Either of these options might seem extreme, but taking a job without knowing all the terms is risky. I wrote a short PDF book (30 pages) about other matters job seekers fail to take control of — until too late: Fearless Job Hunting, Book 8: Play Hardball With Employers. Among the gotcha topics you’ll learn to handle:

  • Avoid Disaster: Check out the employer
  • How can I push the hiring decision?
  • Due Diligence: Don’t take a job without it
  • Judge the manager
  • Get an answer at the end of the interview
  • …and more

I hope your next job works out better for you than this one did.

Did you ever accept a job only to learn that the rules of employment were not to your liking? What was the outcome? If you’re an employer, do you hide your employee handbook from job applicants? Why?

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Gotcha! Get job offer concessions in writing!

On September 15, 2014

In the September 16, 2014 Ask The Headhunter Newsletter, a job seeker tries to finesse a good job offer:

I just received a fantastic offer from a growing company that comes with a huge salary increase. I have a few days to decide while they conduct a background check and will enter negotiations once the hiring manager gets the all-clear from HR.

get-it-in-writingMy current job is close to home and incredibly flexible with my time (work from home, comp time, etc.). I would be giving much of that up for a big spike in salary and responsibility. I am not afraid of work and put in extra time when it is needed. In my industry it’s common to have big crunch-time spikes where you work 60 or 70 hours a week and then back to a normal load during slow times. I know what the job is, what is required, and I enjoy doing it. But the reality of my job makes it important to maintain work-life balance during the slow periods. I am hoping to negotiate some flexibility into my offer.

The company expects 9 hours “at the office” with a 1-hour break for lunch. I bring a sandwich to work and eat at my desk nearly every day. Even if I do run out to get something, I grab it and head back to my desk. I don’t need an hour for lunch and the extra 30 minutes with my toddler before bed time means a lot more to me. I know myself — I am going to end up working during “lunch” anyway. Reducing my scheduled lunch to 30 minutes so I can leave at 5 p.m. would make a big difference for me.

This is the only reservation I have about the job, and I believe I am prepared to take it either way. I am ready to give up a lot of flexibility because it is a great professional move, but I am hoping to keep just a little bit of my work-life balance in place. How can I negotiate flexibility without the perception that I just want to cut out early every day?

Nick’s Reply

Even if you win this concession, there’s a gotcha that’s even more important. We’ll talk about that in a minute.

You’ve already decided to take the job regardless of the 30-minute issue. So, please ask yourself, what’s really important to you? If it’s time with your child, then make that your priority. If you can live without that 30 minutes of family time, and you absolutely want this job and the extra money, then don’t negotiate. The worst position to be in when negotiating is when you have already decided to accept the other guy’s terms as they are. (In Fearless Job Hunting, Book 9: Be The Master of Job Offers, I discuss a powerful negotiating position to take if you already know what concessions you’re willing to make. See “Am I unwise to accept their first offer?”, pp. 8-9.)

But if you really want that time at home, then don’t feel guilty or hesitate to fight for it. When you discuss the offer, I suggest you explain that you want the job and are eager to start, but your acceptance hinges on one issue.

How to Say It

“I’d like to accept your offer and will deliver 9 hours at the office, and I will commit to X, Y and Z. But I’d like to discuss one of the terms. I’d like to swap 30 minutes of lunch time so I can leave work 30 minutes earlier to be with my child. When I need to work late during a crunch, I’ll do that. I’d like the written offer to reflect the 30-minute time trade. Otherwise, I’m ready to accept your offer as you have presented it.”

I’d explain it to them just as you did to me. There’s nothing inappropriate about your requirement. But you have to ask to make it happen. (By the way, I think you’re right – you will always eat at your desk anyway.)

You can add this: “I realize you’d need assurance or proof that I’m not abusing the 30 -minute trade-off. So, how could we ensure it’s handled properly? What I ask in return is that it be stated in my written offer.”

By letting the employer set some terms around this, you help them make the concession. But you should absolutely get it in writing if they agree. An oral commitment from the employer is not sufficient.

In fact, I’d like to emphasize this last point. It’s the gotcha I referred to earlier. You might win the concession, and lose it later. Any terms you negotiate in a job offer must be written into the agreement. If your boss changes, or if the person who made the promise disappears, this deal likely will come to a quick halt. Even under the best circumstances, people forget what they agreed to. (In the worst circumstances, an employer will just lie to you.) There’s nothing like being able to produce a piece of paper with a signature on it to ensure you’re getting the deal you signed. Don’t lose what you gained!

Please use your best judgment — not just my advice. Congratulations on the offer. It’s great you’re so pumped about it. Now make sure the terms are what you really want. (See That’s why it’s called compensation.)

Oral promises don’t mean much when the rest of the deal is in writing. Have you ever gotten screwed out of a promise after you started a job?

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