Managing your offer!
Congratulations! You have been made an offer of employment. Are you going to take this offer?There are so many factors involved that it will be impossible to address them all, but let’s look at the key ones.
It is known that (certainly in permanent recruitment) the salary issue is never the most important one, but it would be a mistake to ignore it as it’s the part that gets most attention.
Most people move for an 8 to 10% uplift in basic salary (although there are of course exceptions in both directions) so the first question to ask yourself is “are you happy with the salary, benefits etc.”. It’s going to be perhaps a calendar year before you will be in a position to negotiate this salary upwards and of course you will have a probation period to clear first.
In most instances, both parties will be aware of what the salary and package requirements are and it’s vital (whether you are working directly with the potential employer or through a Recruiter) that everyone is clear on this. Especially if you are moving from abroad, there will be a difference in the costs/standard of living so this must be factored in. An offer falling over at the last moment over a divergence in salary does not benefit anyone and can be avoided by talking about it at the first interaction.
Assuming we are in the ballpark we recommend you gain clarity on the following points relating to remuneration:
- Confirming the salary
- Is there a bonus scheme, how do you qualify, how is it measured?
- When is the next or company salary review?
- Confirm the additional benefits, pension, healthcare, additional aspects
- Holiday entitlements etc.
Always know where you stand on these issues as it’s not something that can be revisited in the short term.
Our advice is to have the “job specification” included in the contract of employment, so that it’s very clear what is expected of you, but also that your new employer commits to writing this same thing. Very often this is not made crystal clear and it can lead to conflict in the future. Get it in writing and make sure both parties are happy with it.
Always have a third party review this. Of course, your statutory rights will not be affected of course but make sure you are happy with the notice period should you leave, that any non disclosure or non compete clauses are not onerous and that you are not signing something that you will regret.
Accepting the Offer
Agree (and stick to) the start date but make sure that all relevant information (PPS, P45 etc) is ready and sent to the correct person in your new firm. Resigning from your current position is another aspect that we can discuss with you, but beware the counter offer. Your reasons for leaving will likely not be addressed.
For more information on how to manage your offer get in touch with our team!
Meet the team
As the core of recruitment is finding top talent, it only makes sense that we ensure we work alongside the very best in the market. We are a group of like-minded technical recruiters who put people at the core of everything we do. Our specialist technical recruitment consultants have the capacity to build teams, appoint leaders and nurture the careers of technology professionals in all locations across permanent and contract roles.View more