I.  Interview Preparation

Changing jobs may be one of the most stressful times in your life.  Next to death and marriage, this experience ranks as one of the most traumatic periods for most people.   At the same time, it is also one of the most rewarding and exciting times in your life.  No one says that a job change has to be a trying experience, and the following information is dedicated to making this transition as easy and productive as possible.   One of our objectives is to reduce the amount of stress you’ll experience by “walking you through” the process.

If your career runs true to form, you will experience at least three job changes during your working life - and more likely as many as five.  The reason, very simply, is that very few employers can provide all of the work experiences that good employees need to become well rounded individuals.  In modern industry, employers value diversified experience more than stability, and the ambitious employee is often left with no choice but to change employers in order to advance his career and make himself more marketable.

Growth is never comfortable; but there is no real growth without change.  Career growth requires adaptability, mental toughness, focus and a long term perspective.   We believe it is important to identify and deal with many of the emotions that surround the decision to make a job change.  In our many years in the search business, we have seen many logical choices sidetracked by emotions of loyalty, allegiance, commitment, fear and a million other non-issues that cloud a candidate’s judgement.

As a fellow recruiter put it, “If there’s a tie between logic and emotion, emotion will usually win - at least in the short run.”  It is important throughout this period to remember your original objectives and ask yourself what motivated you to launch this search in the beginning - Was it more money? greater challenge? greater stability? better location? or possibly a more compatible relationship with your boss?

Said another way, it is wise to ask yourself if you are running away from something negative, or are you going toward something more positive?  While there are shades of both in most decisions, generally there is an overriding influence one way or the other.   We submit that unless you hope to grow as a result of this change (rather than just to escape from something), you should reexamine your motivation.  Career decisions should always be made in a positive light, unless those decisions are made for you, as in the case of a layoff.

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Interview Preparation
It is said that good employees return five times their salary to employers in the form of increased revenues or cost reductions.  Said another way, employers want to hire people who are problem solvers.  This section is dedicated to helping you package your strengths (or problem solving abilities) so that you can clearly present them to a potential employer.

First, you must know yourself.  You can start by asking yourself:  What are my career goals - both in the next job and 3 years down the road?  What do I like (or dislike) about my current job?  What experience do I want to gain in my next assignment?  What are my key strengths and weaknesses?  It might be good to rate yourself on a scale of 1-10 on the list of traits on the cover page - or to simply write down your positives and negatives on a piece of paper.

Second, you need to “package your positives” so they can be effectively presented to the employer.  For instance, you might draw your current company or department organization chart to show where you fit, to whom you report and what your responsibilities are.  Prepare a list of major accomplishments - (school, personal and work related).  Be specific in terms of dollars saved, percentage increases, units produced, goals achieved, etc.  Analyze the things you do well or enjoy the most.  These are usually keys to job satisfaction in future positions.  Prepare examples of your work to demonstrate your achievements during an interview (if the opportunity presents itself).  Design drawings, project notebooks and letters of commendation are all good examples.  Prepare a list of special training courses and seminars you've attended as well as degrees received with GPA.  Request copies of transcripts you don’t already have.  In short, you need to assess your ability to help a potential employer solve his problems by reducing costs or increasing revenues!

Third, you also need to “package your negatives.”  All of us have shortcomings or failures that we must deal with positively if we are to leave the impression that we have learned from those failures or are working to correct a weakness.   While we can’t deal with every possibility, we offer these key thoughts. Never speak negatively of a former employer - at best you will be viewed as a complainer.   Try to find something positive that you learned from that experience and stress that in your conversation. When asked why you left a former employer a general “not happy there” is a poor answer.  Acceptable reasons would include:

         1. Lack of challenge
         2.Poor location
         3.Not enough advancement or opportunity
         4.Inadequate compensation
         5.Instability of employer
         6.Lack of prestige, pride or acceptable working conditions.

Don’t volunteer negative information or dwell on former failures.  If asked, you should have a prepared response which is neither defensive or apologetic.   Acknowledge the question, indicating that you learned from the experience and move on!  If there is a “skeleton” in your closet - like a criminal record, a personal situation, dismissal or other serious negative, make us aware of it, before your interview, so we can help you and the employer deal with it!   Above all, you must communicate the idea that you are aware of your shortcomings and are striving to overcome any deficits that occurred in previous positions - and that you are open to suggestions for improvement.  You should have a list of references readily available complete with home and work phone numbers.  Peers and supervisors are the preferred references.

Fourth, learn as much about the opportunity as possible.  We will help in this regard, but together we should know the following before an interview:  Name of company and if they are a division of another firm. Company outline - (number of employees, locations, sales volume).  The position for which you are being considered and its main responsibility.  Who you’ll see, their titles and for whom you'll work directly.  Employer profitability, stability, major competitors and future prospects.  The library has many reference manuals to supplement the data we will provide, but asking others in your field about the company’s image is another excellent source of information.  Directions to (and time for) the interview - plus a phone number in case you are detained.

Fifth, prepare a list of questions.  Be ready to ask them at the logical time during the interview, but be sure to listen carefully to the answers.  Generally, it is best to keep your questions until later in the interview so that you can tailor them to the pertinent topics - or so you can show active listening by asking for amplification or clarification.  Examples of questions that stimulate open-ended conversations with employers may include the following (asterisk denotes excellent questions to ask during the first phone interview): 

Sixth, have a well prepared briefcase or note book.  First of all, limit yourself to one hand-held item (briefcase, purse, or portfolio).  Carry it in the left hand so that you are prepared to shake hands with the right without shuffling.  In it, you should have: A note pad and 2 pens (black or blue ink is best for completing employment applications).  Extra copies of your resume (at least 3) and a few extra business cards.  Be sure you verify spelling, grammar and content of your resume prior to this interview. Any gaps in employment must have a ready explanation.  Breath mints and any minor medication needed during the day. Information about the employer so you can do a final review while waiting.  This booklet, which can serve as a last minute refresher on interviewing skills.  Examples of your accomplishments such as design drawings, project manuals, video tapes, etc. (in case an opportunity to use them presents itself).   Copies of your transcripts and diplomas.  Your complete reference list and letters of recommendation.  Copies of your last two performance reviews (if possible).

Now you are ready to visit the employer - except for a couple of very critical things!   Arrange your schedule to get a good night’s sleep the night before the interview and avoid the use of alcohol which will leave your skin with an unhealthy pallor.  Likewise, overeating or rich foods taken the day before will take a quiet but exacting toll on your energy level the day of the interview.

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II.  Handling Interview Questions

Every interviewer has a different style based on his or her personality and the role they play in the interview scheme.  Some firms prefer group or team interviewing techniques while others prefer a series of individual interviews.  Most interviewers try to put you at ease in a casual setting but others will test your poise through the use of a very formal situation or stress interviews.

Whatever the environment, all interviewing revolves around the use of questions.  How well you handle those questions may very well determine whether or not you achieve your final objective, soliciting an offer!  The first thing you should do when asked a question is to be sure you understand what is asked.  Be a good listener and do not interrupt unless it is appropriate to do so.  Sometimes this will require a question by you in order to clarify exactly what the interviewer wants to find out with his inquiry. 

Once you’re sure what the topic is, you can formulate a meaningful answer.  This reverse questioning or repeating of the question is called reflective communication and it will demonstrate the ability to listen and reach mutual understanding.  This will also buy you time to formulate a meaningful response.  Every question can be answered in shades of black, white or gray.  If you do not have the skills being asked for, simply state that you have not yet been exposed to that learning experience but that you are confident you can learn given some time and support. 

“Yes” or “No” answers should not be used since they eliminate your opportunity to “sell” your abilities or fully explain your answers.  It is important to be specific and concise in your responses. Answer all questions in a direct manner, truthfully and briefly. Don’t stray from the subject or ramble on. Also, avoid using nebulous phrases or hyperbole (for example, “I produced huge cost savings in a short time”). Being specific (“I generated cost savings of $800,000 in my 1st 7 weeks”) enhances your credibility and helps the interviewer focus on your specific problem solving abilities.

This is an excellent opportunity to introduce examples of your accomplishments or achievements. But keep in mind not to come on to strong. Confidence misplaced comes across as being pompous. Treat your interviewer as an equal. Remember, he or she may be just as inexperienced or nervous as you and a peer approach puts most people at ease readily. If stressful questions are used, remember that they are being asked for the purpose of evaluating your ability to think on your feet and show poise. Accept them as such and answer straightforwardly. Should a flagrantly prejudicial or controversial subject be raised, simply state that you do not see how your views on that subject could affect your ability to handle the obligations of the job.

If you handle such situations calmly, the skilled interviewer will move on to other subjects without being offended. It is also important that you:

Above all, it is important to practice your responses to normal interviewer questions. For that purpose, we’ve listed below some sample questions that you should become proficient in handling before your face-to-face interview. The use of a tape recorder and a practice partner will make this preparation easier and more effective. Feel free to discuss with us any question that you think you might have trouble handling. Be prepared for at least one very open ended or surprise question right at the start such as:

Other questions might include:

Fielding questions on salary requirements is particularly difficult for many candidates. The odds are said to be 6,000 to 1 of your guessing the exact figure that a potential employer has in mind while talking with you. In addition, you have the advantage of having a 3rd party (us) who can serve as a go-between to insure that both your needs and the needs of the employer are met.

You should use this advantage wherever possible by avoiding the conversation altogether. We have already provided the interviewer your salary history and you most likely won’t be asked to interview if there isn’t a way for the employer to make it worth your while. It’s also in your favor to postpone the discussion of money for as long as possible so that the employer sees all the reasons why you can help them solve their problem. The objective is to convince them that your salary is an “investment”, not an “expense” If asked directly about your salary requirements, simply reiterate your current salary and say that you’re sure they will make you a fair offer after evaluating what you can bring to the party. If pressed further, you can give a range of $5,000 beginning at your current (or last) salary level. Normally, anything over a 15% salary increase will be considered high, unless you are working from a low base or are looking at a major career move. It is best to ask for 24 hours to get back to the employer on expected salary level. This allows you time to think about the overall opportunity, confer with us and have me call the employer back!

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III.  Body Language & Interviewing Attitudes

The experts tell us that your visual impression or body language - as well as your attitude - are just as important as what we actually say when it comes to the overall effect we have on others.  Generally, it is important to convey the image of a person with whom the interviewer would like to work. Enthusiasm, interest level, sincerity, openness and warmth go into the “chemistry” that often makes or breaks a hiring decision. 

We all need to be aware of the little things that others see in our facial expressions, postures, energy levels and gestures.  Generally, we should be dynamic and friendly but one notch less than the person interviewing us.  It is obvious that interviewers prefer those who smile vs. those who frown, so smile! However, your facial expressions should change to reflect the mood of the conversation.  Nodding agreement encourages others to talk as well as to let them know that you understand what is being said.  Your head should be held erect (not tilted or stiff) during the interview and you should keep your hands away from the face or neck area while talking.  Eye contact is one of the best aspects of body language. Good eye contact with the interviewer sends a message of trustworthiness, confidence and credibility while fostering open discussion. 

On the other hand, poor eye contact often reflects a lack of self confidence, a low self image and lack of enthusiasm.  It is particularly important to maintain 10-15 seconds of eye contact when first meeting a person before looking away. Do not stare into the other person’s eyes but come back to the eye contact often during your discussion. 

Volumes have been written about a firm (but not crushing) handshake.  In our society, a handshake is a non-verbal message that we are genuinely happy to meet or see the other person.  A limp version of this greeting sends a very weak message to the other person so it is important that our grasp reflect the interest and enthusiasm we want to convey.  No more than two shakes are ever required and one is preferred for most business meetings.  Again, be sure that your purse or briefcase is in your left hand to accommodate a sudden introduction. 

Never sit until asked to do so by an interviewer and when you do, sit erectly with both feet on the floor. Don't fidget or change positions too often. Tapping your fingers, wringing your hands, looking at your watch or twirling your pen can only distract from the image of a professional communicator concentrating on the very serious task of evaluating career opportunities.

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IV.  Interviewing Etiquette (Dress, Grooming & Manners)

The best rule of thumb is to dress in a professional businesslike manner. Always wear what you would wear if your biggest customer were coming to visit! In most cases, that would require a suit or conservative sport coat and business slacks with tie. Although accepted practice is changing we still suggest that women should never wear pants. High heels should also be avoided since it is unlikely they will be the normal footwear for either a factory or the daily routine of an office. Shoes should always be polished and not severely worn. Men’s suits should be blue, black or gray if possible as well as cleaned and pressed. Ties should not exceed 3½" in width and be conservative in nature. White shirts are still preferred but pastels are certainly acceptable if properly accented.

One of the side benefits of being professionally dressed is that it makes you feel more confident and at ease with a stressful situation. Skillful interviewers will often invite you to remove a coat or tie during the interview and you may do so if offered - especially on tours of hot or dirty areas. Safety glasses are generally required in these areas as well as ear plugs and safety helmets. As a guest, be sure to cooperate with these requests readily.

Obviously, it is important to bathe the day of the interview as well as to trim and clean fingernails. You know when and how to prepare your hair for “big events” like an interview so plan your haircuts, washing and styling accordingly. Always have your hair trimmed at least monthly, and men should avoid hair below the collar or over the ears. While a certain percentage of employers still object to facial hair, a neatly trimmed mustache or beard generally will not reduce your odds of interviewing success.

Avoid heavy make-up, colognes or perfumes! You are there to get a job, not a date! Also minimize jewelry to prevent projecting an image that will distract from the completion of your mission. You want to present a clean-cut, conservative image to a potential employer. Your appearance will be complemented by your manners and demeanor.

Be courteous, polite and appreciative (but not subservient) with all you meet - from the Receptionist to the President. You should project a confident (but not cocky) presence to all who meet you and you can easily keep your enthusiasm maintained by simply focusing on the potential rewards of this process, a better job!

Good etiquette begins before you arrive! If you are detained for whatever reason, stop and call. We will have provided you the number for that purpose and the old saying applies - “If you call, you’re never late.” Plan to be at the location 10-13 minutes early to allow enough time to find the interviewer’s office and nearest lavatory. A last minute restroom stop is always in order and a few deep breaths will help diffuse any case of “the nerves.” If you are asked to wait, make use of the time by reviewing information about the company, who you’ll be seeing, etc.

Drug tests are a way of life in American industry today. You may be asked to participate in one during a visit and should do so willingly. Cooperating with this and other requests will help form the image of the type of candidate with whom people like to work. Smoking is another “hot potato” these days. Avoid it even if the opportunity is offered - the odor your clothes will carry for the rest of the interview is too high of a price to pay. Likewise, gum chewing is off-limits and breath mints should be used only when you have time between interviews.

Applications for employment seem redundant to resume carrying applicants - especially when the company has even more extensive information about you from us. Nevertheless, if asked, you should cheerfully complete the employer’s application as requested. Having your resume and reference list at your command will expedite this process.

Unless pressed for specifics, always leave the “expected compensation” area blank or simply put “Negotiable.” However, you should always complete the “current compensation” questions with your total current compensation package spelled out (including base salary, bonuses, commissions and overtime).

Always address the interviewer as Mr. or Mrs. - until asked to do otherwise. This denotes respect for his or her position and does not rush familiarity. Try to remember the names of the people you meet. It is appropriate to give them a business card and to ask for one of theirs.

Interviewing during meals can be difficult because it involves two functions of the mouth that are not very compatible - talking and eating! There are, however, some hints that can make this a more positive experience. Order light foods that are not greasy or messy. Overstuffed sandwiches can be as deadly as spaghetti! Parallel your host’s tastes and price selection whenever possible. Ordering dressing on-the-side is a way of minimizing potential messes with tossed salads. Avoid finger foods or those requiring de-boning such as fish or fowl. Pause between bites to talk - and rest your utensils on your plate while you talk. The best practice is to never drink alcohol during a business meal. If pressed, order only one, and not exotic mixed drinks. A glass of white wine or a lite beer reflects the tastes of a much more disciplined person than an order for a double martini! Likewise, avoid smoking if at all possible, but if you must, limit it to after dinner. Be courteous and cordial to all waiters and serving people. Don’t offer to pay the bill - an employer would not have invited you if they did not expect to pick up the tab. Finally, be sure to thank your host for the meal and the chance to get to know him or her on a more personal basis.

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V. The Interview Close and Follow-Up

It will be obvious when the interview is drawing to a close. Only three things can happen at this stage:

Obviously, you want to leave every interview with either the first or second outcome. You’ll recall that your objective in any interview is to solicit an offer that would make you want to accept the position. Put another way, you can’t accept or reject an offer that is never made!

At the conclusion of the interview, there are 3 things you need to accomplish:

1.Tell the key interviewer (probably also your supervisor-to-be) that you are interested in working not only for the firm, but for him personally. Interviewers like to hear positive things, too. If the “chemistry” is good between you, he needs to know it so he’ll go to bat for you.

2.Summarize what you can do to solve what you perceive to be the employer’s greatest problem.

3.Determine what the next step in the process will be (2nd interview, tests, physicals, reference checks, etc.). It is critical that you have the correct spelling of the names of the people you have met, their titles and addresses. If a second interview is the next likely step, be sure also to get the names and titles of those who you’ll see on that interview.

The close is an excellent time to probe the interviewer with questions about how they see your strengths and shortcomings. It is also timely to reinforce your abilities. Do not show disappointment if you don’t receive encouragement at this stage - it can very well be one final test of your ability to deal gracefully with rejection. It is perfectly OK to ask when you can expect to hear from the employer, but you should not mention other opportunities for which you are being considered. We’ll communicate that to them during our debriefing.

Close with a firm handshake and a sincere “thank-you” to the interviewer for his time. As soon as possible call us so we can effectively follow up in your behalf. Let us take advantage of our 3rd party status to learn about the employer’s interest level and concerns.

Good taste dictates that you should mail a follow-up letter within 24 hours! It should be typed (or neatly written) and addressed to the main interviewer or the person to whom you’ll report. The letter should again thank them for their time and consideration and ask for the job! It should portray you as being confident and ready to meet the challenges of the position. By mentioning the others with whom you talked, it will be obvious that you were attentive, interested in the needs of the employer and anxious to be a member of their team.

The timing of this letter’s arrival is critical since one of its purposes is to distinguish you from other interviewees the company may have seen in the interim. Another objective of the letter is to demonstrate your writing ability. It also presents an excellent opportunity to recap your problem solving abilities and make specific mention of major projects or tasks that the company wants to address in this hire.

Having said all this, it is good to remember that common sense is the most important thing you can bring to any interview. Interviews are, after all, a purposeful exchange between two parties with common interests. There is no substitute for good preparation and conscious effort in preparing for good interviews. However, your ability to “think on your feet” may well separate you from the crowd. You may not succeed on every interview but you’ll clearly improve your odds of success with every good attempt you make! As Vince Lombardi once said, “practice does not make perfect, perfect practice makes perfect.”

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VI.  Closing Thoughts

You are about to take the final step to get you the job you want. Throughout the employment process we have stressed that your objective should be to solicit an offer from a good employer that will make you want to go to work for them. That should happen during the next interview so let’s make the assumption is has - However, many of the thoughts presented here apply to offers which are accepted as well as to those which you may reject for one reason or another. Either way, it is always a matter of good taste to respond to the employer in a positive manner and give them a firm answer in a timely manner.

The accepted thinking among employers and executive recruiters is that an employer can rightfully expect a response to their offer within forty-eight hours of a verbal presentation. Except in extenuating circumstances, this allows the employee to discuss the offer with their spouse or family, gather additional information and give the offer a thorough analysis. Even in situations where not all the details can be addressed (as in the case of a trip to the area by the spouse), most applicants can respond at least in principle to an employer’s offer within this time frame. I have been personally involved in well over 1000 offers during my career as a search consultant, and only rarely have I seen a decision come out any differently two weeks later than it does within a forty-eight hour period.

Delays on the part of an offer usually indicate to the employer and to me that the candidate has some reservations about the position that will not or cannot be overcome - or that the candidate is simply “shopping”. Employers are looking for people who recognize good opportunities when they see them and will act decisively when good offers are presented. For that reason, “The 48 Hour Rule” should be observed unless a different timetable has been discussed with the employer during the interview stages.

In the emotional surge associated with receiving an offer, it is sometimes difficult to get all the details you need to make an informed decision. There are a million questions regarding benefit programs, vacation plans, moving policies, incentive programs, work environment and the job itself which may or may not have been discussed during one or two proceeding interviews. No employer wants to hire employees who “shoot from the hip” with big decisions at hand. However, obtaining this additional data can sometimes present a situation that you want to avoid.

It is very difficult for employers to cross every “t” and dot every “i” in the process of making offers. They want to hire analytical, thorough employees; but too many detailed questions regarding benefit programs, vacation time and moving policies telegraph to the new employer that you may be more wrapped up in the details of the offer than you are in the big picture. It is important to maintain your perspective when looking at offers. The initial package that you negotiate is almost inconsequential compared to the opportunity a good employer can offer you. Ask the most successful people you know what their salary was five years ago or two years ago - or when they started with their employer. I think you’ll find that most of them couldn’t tell you. The biggest issue to high achievers is the job satisfaction derived from growth with an employer, not the starting point with that organization. Accordingly, you need to maintain a focus on the opportunities that this offer represents with this employer, as opposed to the specific details of the initial package.

Remember, too, that no two companies have exactly the same programs, so comparisons will be difficult. In addition, prospective employees are treated much differently than employees. Good employers do everything they can to insure the happiness of people on their payrolls and policy adjustments do occur once a decision to “join the team” is made. While you can’t count on this at the outset, I think you will find that most employers “let you win the ties” once you are on board. Prior to acceptance, however, they really have no choice but to quote you chapter and verse as it relates to company policy. In the United States probably 95% of all employment contracts are “at will”; that is, they can be terminated at any time by either party. Usually, only CEO’s and other top officers receive written contracts of employment, and even the value of those contracts is questionable. Good lawyers protect companies they work for in drafting these documents and there are plenty of exclusions for every inclusion. Common practice, therefore, tends more towards verbal or implied contracts of employment that are seldom formalized.

The first law of the jungle is to never let go of one vine until you have a firm grip on the next one! In the employment process, that translates into being sure that you have a firm contract with your new employer before withdrawing from your current one. It is perfectly all right to request confirmation of an offer in writing and we are happy to assist you in getting an employer to confirm offers by overnight courier. This written confirmation is done for the protection of both parties so that no misunderstandings occur. Most employers do this routinely, because it also provides the employer the opportunity to provide additional information on benefit plans and moving packages. However, do not be concerned if a company does not confirm an offer in writing, since it is simply not their practice to do so. This does not make them any the less trustworthy, it simply indicates that you need to be more specific in your questions during the presentation of the verbal offer. Whether or not a written offer is received, you should respond to the employer in writing as well as verbally.

A verbal acceptance to the person making the offer followed by a short confirming note is in order. That note should contain:

Of course this letter should be typed if at all possible. Courtesy copies should be sent to us and to your new direct supervisor, if the offer is received from the Human Resources Department. Should you reject an offer, it is just as important to respond to the employing company, because you never know when you may want to work for that firm. In this case, item one and two above should be followed by a simple statement that you did not feel it is in your best interest at this point in your career to accept the opportunity. It is always important to keep an open door with any employer who thinks enough of you to make you an offer of employment.

A word about resigning your present position. What you do and say during your actual resignation may very well set the tone and how you are treated during the transition phase. This transition period is extremely important for yourself, your family and your new employer. We have all heard of situations in which an employer “refused to accept a resignation.” In reality, there is no such thing since The Emancipation Proclamation Act ended involuntary servitude in 1863. This scenario can only develop when the resigning employee is too weak-willed to stand by his well-planned decision. By the time you get to this stage in the process there should be no wavering in your commitment to your new employer, and nothing that your current employer can say or do at this point should materially affect your plans. Common practice in the United States dictates that all professional employees provide two weeks notice to their current employer. No employee or their projects are so critical to the success of a company as to require an extension beyond that time frame.

We read every day about Chief Executive Officers who are fired or resigned, yet their companies go along nicely. The same is true of employees at all levels of the organization - someone will take up the slack provided you do a good job of handing over your projects during the two week notice period. The reasons for not letting yourself be talked into longer notice include:

You can avoid this awkward environment by staying with the traditional two weeks notice and by busying yourself with those things that will contribute to a successful transition. If asked for a longer notice, simply say: “I’m sorry, I am already committed to this schedule; but I will do everything I can to complete my tasks prior to that date.” By taking a firm posture you force your employer to make the necessary plans to insure that your work is properly passed to an interim replacement. Some companies are notorious for procrastinating until the last day or two of employment before handling transitional issues; and you should not feel responsible for their action or lack of it. Prepare yourself for the scenario in which your serving notice elicits an emotional reaction on the part of your employer.

Some companies do, in fact, have a policy to release immediately anyone who serves notice - especially if they plan to go to a competitor. You are not obligated to tell your current employer who your new employer will be. You should, however, prepare yourself for the possibility of being released immediately by discussing this scenario with your new employer. I have never seen a situation in which a new employer would not put you on the payroll immediately in such a case; but it is good to have that discussion beforehand. However, more often than not rather than releasing you immediately your present firm will attempt to keep you on staff by making you a “counter offer”.

A counteroffer can be defined as any inducement - concrete or implied - from a current employer aimed at convincing you to stay after you have announced an intent to leave. Webster’s Dictionary defines counter as a verb meaning “to meet attacks or arguments with defensive or retaliatory steps - to off-set or nullify.” The word “defensive” in the above definition seems to best describe the whole concept of counteroffers. In effect, these are short term strategies taken by an employer when their back is against the wall. The cardinal rule is that good employers never make counteroffers; and smart employees never entertain them. The reasons for this include:

It is important at this point to remind yourself of your original reasons for making a job change. Chances are they still exist and you need to stay focused on those motivators in light of these interferences. Even though all employers know that counteroffers are risky business at best, there are some firms who will give in to the temptation - particularly if they genuinely had plans for you at higher levels in the organization. While their logic sounds good, statistics prove that the practice is faulty. Let me cite a couple of examples:

This conclusion was arrived at following extensive interviews both with employers and employees who had accepted counteroffers over a ten year period. Since the evidence clearly indicates that counteroffers almost always spell trouble for both parties, it is best to prevent any situation from developing that encourages such activity. No one is comfortable in counteroffer situations and the facts are that it’s a no-win situation long-term for either party. If a counteroffer situation does develop, you need to take command immediately. If you hear anything that remotely sounds like a counteroffer, simply put up your hands in the universal “stop” signal and say “I didn’t come in here to blackmail you, I’ve simply been presented an opportunity I can’t pass up.” A good follow-up tactic to add finality is to ask if there is anything you can do during the transition to make things easier. This sends the message that your mind is made up and while you are anxious to handle things in a professional manner, you are clearly looking forward to your new position. Given this scenario, even the most persistent employer knows they are fighting a losing battle and will settle for making the transition as friendly and graceful as possible for all concerned. After all, how employers handle resignations has an effect on their reputation as an employer as well.

Sometimes counteroffers are disguised in terms of meetings with your boss’ superior, the company president or some other high ranking executive. It is also not uncommon for counteroffers to occur during an exit interview. Usually the timing of these meetings is more strategic than accidental. An employer will usually huddle well in advance of a meeting in an effort to evaluate their timetable and options for replacing you - as well as put together “a party line” that everyone can use in one fashion or another. Usually the meeting will take place near the end of your notice period with the hope of playing on any remorse you may feel about leaving associates and friends.

Typical comments you may hear leading up to a counteroffer include: “I am really shocked. I thought you were as happy with us as we are with you. Let’s discuss this before you make your final decision.” “Aw gee, I’ve been meaning to tell you about the great plans we have for you, but it has been confidential up until now.” “The VP has you in mind for some exciting new responsibilities.” “Your raise was scheduled to go into effect next quarter but we’ll make it effective immediately.” Meetings of this sort are heady stuff and we have seen more than one impressionable employee make the mistake of forsaking a concrete opportunity with a new employer because of vague promises at his current one. Good bosses know that by pushing the right buttons they can sometimes reverse emotionally charged decisions that were made logically and sometimes they will do so for their own personal interests.

After all, your supervisor probably has some of the following thoughts when someone quits: “This couldn’t be happening at a worse time.” “This is one of my best people. If I let him quit now, it will wreak havoc on the department.” “I’ve already got one opening in my department. I don’t need another one right now.” “This will probably screw up the entire vacation schedule.” “I’m working as hard as I can and I don’t need to do this work too.” “If I lose another good employee, the company might decide to ‘lose me’ also.” “My review is coming up and this will make me look bad.” “Maybe I can keep him on until I can find a suitable replacement.”

Regardless of what takes place between you and your current employer, it is never advisable to let your new employer know that you have even been involved in discussing a counteroffer. This type of information may well shake the confidence of your new employer in your commitment and career direction. If they know that you are seriously entertaining this type of discussion, it will lead to genuine concerns as to their ability to keep you satisfied and your level of loyalty. Obviously, your word is your bond, and an acceptance - written or verbal - is your personal guarantee that you have accepted their offer of employment in good faith and plan to live up to that commitment. Anything less is unethical.

You should also be aware of a strange phenomena that I will term “The Halo Effect”. It usually takes the form of an unexpected raise, a promotion or a “pat on the back” that suddenly occurs in the midst of your search. Why does this happen so coincidentally when you are actively seeking employment elsewhere? Sometimes a current employer accidentally finds out that you are interviewing perceptive employers (especially those who know they have personnel problems) learn to look for patterns in phone calls, vacation days and the willingness to fight for change within the organization. The more likely scenario, however, is that because of your decision to search for new employment, you have changed. The very decision to leave an unhappy situation leads to a feeling of relief that changes your attitude toward your boss, your co-workers and your current environment. Because you are no longer facing the depressing prospects of a dead-end situation, you may very well take on a new energy level and look forward to the promise of a brighter future.

In other words, frowns turn to smiles not because of what has happened in your environment but because of your attitude. Often, this positive attitude is further enhanced by your visit to employers who do offer a more challenging or rewarding environment. In addition, as you go through the search process you usually perform at your best simply because you know you have to be in top form in order to land the job you really want. Even the most inattentive employer will sometimes notice those changes in your attitude and recognize your performance in some fashion. However, don’t be distracted from your mission. Ask yourself, did the employer really change or did your attitude toward them simply change? If so, take that new energy and enthusiasm to a new environment where you can nurture it and thereby become an even more valuable employee. The odds are that you will grow more rapidly in a different set of circumstances than you would by constantly having to “pump yourself up” about a situation that did not fundamentally improve. Once you have found that position you want the next step is to make a "Graceful Transition" to your new job.

We are honored to be part of your career planning efforts and hope that this information will serve as a valuable primer throughout your professional life. We trust it will help you land the job you’ve been looking for, and we stand ready to help in any way we can to insure your success.

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