Congratulations on the job offer. So what now?


First of all, congratulations on the offer! What next? Your recruitment consultant will coach you through the process as much as you need but here is what you should expect and what you should do.


Negotiating salary: if you haven’t already agreed your salary then let your recruiter handle the negotiations. Don’t think simply about the basic salary but the whole package including bonus, benefits, flexible working etc. If salary has been mentioned then be clear with your recruiter as to what was discussed.


Resigning: liaise with your recruitment consultant about when you should expect to receive your contract and when the new employer is looking for you to start. Once you are comfortable that everything is in place, schedule a meeting, ideally face to face, with your current line manager. During the meeting:

  • explain that you have accepted an exciting new offer but that it is your intention to ensure a smooth transition for the business as you leave.
  • thank them for the opportunities you have had and wish them all the best.
  • expect them to ask about the new role so prepare accordingly. You will likely either be asked why you are leaving or for detail of what makes the new role attractive. Either way, focusing on what attracted you to your new employer rather than on any frustrations with your current position makes for a positive and productive discussion.



Managing counter offers:
around 50% of candidates who resign receive a counter offer from their existing employer. It is rarely a good idea to accept one. 80% of those who accept a counter offer leave within 6 months and 90% within 12 months*… Counter offers rarely end satisfactorily because the trust has gone, your employer will be pipelining your replacement (just in case you are one of the 90%) and you will always be wondering what would have been if you’d taken the offer. Counter offers are about the employer and not about you and if the employer didn’t value you properly before you resigned they are unlikely to do so in the future. Furthermore, promotions following a counter offer can result in your colleagues considering you to have held the employer hostage rather than it being achieved on merit which can result in resentment.



Managing your exit:
however tempting it is to be “frank” with colleagues or settle old scores on your way out of the door, resist the temptation. Not only will your new employer be taking references, you will inevitably cross paths with many of your ex-colleagues in the years to come. It is far better to be as helpful as possible and ensure a smooth transition.


* Source: https://www.recruitment-software.co.uk/7-counter-offer-statistics-every-recruiter-needs-know/




Clare Wight is managing director of Clarity Appointments, a fellow of the Institute of Recruitment Professionals a regional director for The Employment Agents Movement (TEAM). Her email is: clare.wight@clarityteam.co.uk


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