CRANY

When an employee informs their supervisors of their resignation, they are sometimes confronted by what is known as a counteroffer – an employer’s “rebuttal” to the resignation in the form of a proposed salary increase or other perceived benefits.
Many misinformed professionals have no hesitation in considering a counteroffer.  In fact, many will reason that a salary increase in their present position alleviates certain difficulties or concerns they have in their current role.   Additionally, submitting to the pressure of a counteroffer might simply feel like the easiest thing to do in an uncomfortable situation. For instance, the counteroffer may be incorrectly perceived as an easy way to acquire a monetary promotion and enables you to bypass the adjustments associated with transitioning to a new organization. In reality, although a counteroffer may seem like a tempting, even flattering quick fix for many employees, its acceptance should be avoided in order to protect your long-term career interests.

If you are among those professionals who, following the announcement of your resignation would consider a counteroffer, you may want to reconsider your decision. The list below details the most important reasons why, once you have stated your decision to leave your current organization for a new opportunity, you should not back down, even if tempted by higher pay:

• You’ve Wasted Your Time
You have already applied considerable effort in obtaining a better opportunity, motivated by some particular dissatisfaction within your current role. Why give that up? By accepting a counteroffer, the only “benefit” you’ll enjoy after all that effort is a higher salary. Meanwhile, you’ll remain unhappy with your manager, colleagues, responsibilities, the organization itself, or whatever it is that initially triggered your decision to leave.  And that higher salary may only be an upfront piece of any future raise you were going to get.  Thus, your future raises will probably be greatly diminished.

• Professional Relationships Will Suffer
You are going to significantly tarnish your relationship with both your supervisors and managers. Management may feel as though you pressured them into offering a higher salary, especially if your continued employment with the firm was important to them for the accomplishment of certain key objectives.  As a result of these strained connections, you’ll be placed at a disadvantage in terms of receiving recommendations or referrals in the future.

•Poor Implications for Promotions
The acceptance of a counteroffer implies that you are willing to take on additional responsibilities that you may be unprepared to handle. Unlike an organic promotion, your salary boost won’t be prompted by a display of outstanding performance or someone else’s resignation. Furthermore, you most likely won’t be considered by management for other promotions if the only way that you are able to obtain one is to admit that you have been offered a job at a higher salary.

• You Won’t Be There Much Longer
Statistics show that employees who accept counter offers won’t remain in their current positions for more than one year.  In fact, according to US News, between 70 and 80 percent of those who take a counteroffer will leave the organization within nine months.  In this case, you’ll need to begin your job search all over again.

Now that you understand the rationale behind rejecting a counteroffer, you should know how to avoid the proposition in the first place. Before you even approach management to let them know that you are going to resign, you have to be absolutely grounded in your decision to take the offer at the new firm.  Any doubts will leave you vulnerable to the temptation of a counteroffer, so be sure to constantly remind yourself of why your decision to leave is the best path for your career. To solidify your decision about leaving your current position, put it in writing for management in the form of a resignation letter. The letter should include your intended last day with the firm, as well as a statement of the fact that your decision is final.  Finally, you must reiterate the definitiveness of your resignation in person. If the inevitable counteroffer is made, you can politely decline while stressing that the opportunity – not the salary – offered by the new position is best for your career.

Clearly, the resignation process will sometimes be difficult for professionals given the frequent use of the counteroffer tactic by employers. The bottom line is that accepting this type of proposition will only amplify your original job dissatisfaction and lead to your eventual resignation or termination.

When beginning the candidate selection process for new positions, many employers conduct a phone screen prior to a face-to-face interview.  Such conversations serve as a way for HR to confirm a candidates’ experience and qualifications, and to eliminate anyone who seems to be an overtly poor fit for the position.  To ensure that you will advance to the next stage of the hiring process, you need to be equipped with not only excellent in-person interviewing skills, but superior phone etiquette as well.  Be aware that phone screens, unlike scheduled phone interviews, often take place without prior notice.  Therefore, your familiarity with how to perform effectively is especially crucial in passing this sometimes unanticipated initial assessment.  Here are five recommendations for conducting a successful phone screen.

1) Prepare in advance.
If you’re looking to change jobs, chances are you’ve applied to multiple positions, and may not remember every specific detail about each one. In order to prevent being caught entirely off guard, compile an accessible list of job postings to which you have responded, complete with a few short, easily explainable notes about how your past experience, qualifications  and accomplishments directly relate to the responsibilities of each position. To simplify things further, you should include some key words about the organization, its objectives and any relative news.  Don’t prepare too many notes, though; otherwise, you run the risk of getting distracted in what is typically a very short conversation.

2) Call back later if necessary.
As previously stated, phone screens are sometimes conducted without prior notice.  There is a chance that you will not be in a private and quiet location when you receive the call.  For example, if you’re at work, within earshot of colleagues or supervisors whom you would prefer not knowing about your job search, it would be best to defer the phone screen until a later time.  The same rule applies to noisy city streets, social settings or areas with spotty cell phone service. The interviewer will appreciate your concern for making sure that you are in a quiet area in which you can speak freely about the position.

3) Sound confident and competent.
One of the easiest ways to disqualify your candidacy in a phone screen is to sound unsure of yourself. Since the HR representative cannot see positive body language or a neat, professional appearance through a phone conversation, you will need to rely on confident, intelligent diction.  Specifically, avoid using trivial words or phrases like “um,” “like,” or “you know,” and refrain from turning statements into questions.  Applying the first suggestion, Prepare in advance, and having a basic outline of your main points sitting directly in front of you, you’ll be less dependent on “filler” language that will detract from your credibility.

4) Listen very carefully.
Since you will be unable to rely on the interviewer’s facial expressions or body language to gauge whether or not you have made a favorable impression, make sure you listen to every sentence very carefully.  If you need to, pause for a second before answering questions to make sure that your responses are thorough and you are getting your points across effectively. Although it may be tempting to spend the majority of the conversation thinking about what you are going to say next, you actually have to listen very carefully during a phone screen to ensure that you obtain all the necessary information about the position.

5) Close professionally.
Nothing says, “I’m not interested in this role” like closing with, “Thanks, bye.” If the interviewer doesn’t inform you about the next steps in the hiring process, be sure to show initiative by enthusiastically asking on your own.  This will demonstrate that you’re serious about obtaining the position, not just anxious to get off the phone. Be sure to reiterate your interest and to thank the interviewer for the opportunity to speak with them.

When beginning the candidate selection process for new positions, many employers conduct a phone screen prior to a face-to-face interview.  Such conversations serve as a way for HR to confirm a candidates’ experience and qualifications, and to eliminate anyone who seems to be an overtly poor fit for the position.  To ensure that you will advance to the next stage of the hiring process, you need to be equipped with not only excellent in-person interviewing skills, but superior phone etiquette as well.  Be aware that phone screens, unlike scheduled phone interviews, often take place without prior notice.  Therefore, your familiarity with how to perform effectively is especially crucial in passing this sometimes unanticipated initial assessment.  Here are five recommendations for conducting a successful phone screen.

1) Prepare in advance.
If you’re looking to change jobs, chances are you’ve applied to multiple positions, and may not remember every specific detail about each one. In order to prevent being caught entirely off guard, compile an accessible list of job postings to which you have responded, complete with a few short, easily explainable notes about how your past experience, qualifications  and accomplishments directly relate to the responsibilities of each position. To simplify things further, you should include some key words about the organization, its objectives and any relative news.  Don’t prepare too many notes, though; otherwise, you run the risk of getting distracted in what is typically a very short conversation.

2) Call back later if necessary.
As previously stated, phone screens are sometimes conducted without prior notice.  There is a chance that you will not be in a private and quiet location when you receive the call.  For example, if you’re at work, within earshot of colleagues or supervisors whom you would prefer not knowing about your job search, it would be best to defer the phone screen until a later time.  The same rule applies to noisy city streets, social settings or areas with spotty cell phone service. The interviewer will appreciate your concern for making sure that you are in a quiet area in which you can speak freely about the position.

3) Sound confident and competent.
One of the easiest ways to disqualify your candidacy in a phone screen is to sound unsure of yourself. Since the HR representative cannot see positive body language or a neat, professional appearance through a phone conversation, you will need to rely on confident, intelligent diction.  Specifically, avoid using trivial words or phrases like “um,” “like,” or “you know,” and refrain from turning statements into questions.  Applying the first suggestion, Prepare in advance, and having a basic outline of your main points sitting directly in front of you, you’ll be less dependent on “filler” language that will detract from your credibility.

4) Listen very carefully.
Since you will be unable to rely on the interviewer’s facial expressions or body language to gauge whether or not you have made a favorable impression, make sure you listen to every sentence very carefully.  If you need to, pause for a second before answering questions to make sure that your responses are thorough and you are getting your points across effectively. Although it may be tempting to spend the majority of the conversation thinking about what you are going to say next, you actually have to listen very carefully during a phone screen to ensure that you obtain all the necessary information about the position.

5) Close professionally.
Nothing says, “I’m not interested in this role” like closing with, “Thanks, bye.” If the interviewer doesn’t inform you about the next steps in the hiring process, be sure to show initiative by enthusiastically asking on your own.  This will demonstrate that you’re serious about obtaining the position, not just anxious to get off the phone. Be sure to reiterate your interest and to thank the interviewer for the opportunity to speak with them.

A February article from The Ladders by John Batteiger provides valuable advice about an often difficult and daunting task for professionals: obtaining critical feedback from an employer after being turned down for a position. Typically, hiring managers will merely inform the unsuccessful candidate that someone else has been chosen for the role, without delving into the specific reasons for their rejection. Likewise, most candidates will accept the bad news without much further inquiry. While this submissive routine may seem like the most respectful and least painful approach to ending the application process, it certainly won’t help you improve your interview skills for the future. Although a discussion about what went wrong may seem challenging or even uncomfortable for you, it’s the most practical and beneficial way to conclude your application attempt. Considering that you made it far enough in the candidate selection process to interview with the organization, you undoubtedly deserve the opportunity to know where you fell short so you can learn from your mistakes. Taken from Batteiger’s insightful article, here are some suggestions for requesting constructive criticism after a turn down:

1. Be professional and polite
Hostility would certainly be the worst way to approach the request for feedback, so use a friendly tone to be clear about your motivations.  Thank the employer for the opportunity for the interview with the organization, and then ask if there was anything you could have done differently.

2. Make it clear that you aren’t looking for a “second chance”
The purpose of your inquiry is to find out how you can improve your interview skills in the future, not to request further consideration.

3. Speak directly with someone within the organization who you expect will be honest and informed about your rejection
This suggestion may not always be feasible, but if you were referred to the organization by a friend or acquaintance, it may be best to ask them, rather than the hiring manager. Alternatively, if you feel that you made an especially strong connection with any of the individuals with whom you interviewed, you may benefit from reaching out to them directly.

4. Talk to recruiters ( if applicable)
If you’re working with a recruiter for your job search, don’t hesitate to ask him or her for more detailed feedback regarding your rejection. Since the recruiter serves as your direct representative to the hiring manager, he or she has likely been given thorough reasons why you were not chosen, and will be happy to share those with you so you.

LinkedIn is undoubtedly one of the most important Internet resources for job seekers.  Often providing your first impression to employers and recruiters, your LinkedIn account should provide a concise snapshot of your employment history, accomplishments, education and core strengths. It is therefore apparent that creating and maintaining an account on LinkedIn is critical for those who are serious about their current or future careers. However, many professionals are unsure how to market themselves efficiently through their LinkedIn accounts.  Such users may neglect key profile sections, write in an unappealing style or provide too much unnecessary information. In doing so, they are potentially limiting their opportunities for networking and new employment. To enable professionals to maximize their visibility to employers and recruiters, each section of the LinkedIn profile is discussed below, along with recommendations for positive exposure.

Name
Use the name you’re known by professionally, along with a certification like “CPA” or “CISA,” if desired.  To avoid confusion, married women may wish to include their maiden name in parentheses.

Photo
Adding a photo to your LinkedIn account is more important than you may think. Given the high number of spam accounts, displaying a picture of yourself adds to your profile’s authenticity. In addition, it may bolster profile views from employers and recruiters, since a photo helps to humanize a page that is otherwise full of all text. Your photo of choice should be tasteful and professional. A simple, recent headshot, free of a distracting or inappropriate background, works perfectly for your LinkedIn account.

Headline
Headlines, which appear below the user’s name in a search, are another crucial component of the LinkedIn profile. The challenge of creating an effective headline is to capture someone’s interest in just a few words. In composing your headline, be sure to include who you are, along with your unique value proposition as a professional. Like an advertising slogan for a product or service, a headline should be concise, appealing and memorable for best results.

Summary
Longer than a headline, the Summary should be a factual account of your biggest accomplishments in various roles.  The best summaries will avoid fluffy buzzwords like “detail-oriented,” “motivated,” “hardworking,” and “self-starter.” Such trite terms will do nothing to differentiate you from other professionals. Instead, capture the attention of employers and recruiters with numerically-supported achievements. Recommended items to be included in your summary are your years of experience, the total budget you oversee or the number of professionals you supervise in your current position. Write the summary with the objective of compelling someone to read the rest of your profile.

Skills & Expertise
The Skills & Expertise section is an essential profile feature that allows users to boost their visibility in searches. Professionals should be certain to take advantage of this section by including several keywords related to their experience, skills, certifications, position titles and software capabilities. Rather than having to incorporate keywords elsewhere on your profile, the Specialties function offers a simple opportunity for search engine optimization.  For additional inspiration, research job positions of interest and take note of commonly used words or phrases in their descriptions. If any of these keywords apply to your experience, you can include them here, as employers and recruiters will be likely to research candidates in this way.

Experience
Functioning as a virtual resume, the Experience component should succinctly explain your responsibilities and achievements in all past and present employment roles. Be certain to include the start and end dates for each position, including months; failing to add timeframes to your job roles could signal suspicion to employers and recruiters. In addition, refrain from listing every single duty you performed in a given role. The objective is to keep the interest of the reader, so only post the most relevant information possible.

Certifications
If applicable, you should absolutely display professional certifications on your profile.  Since some positions require advanced designations.  This will only help you stand out from the competition.
Education
Be as thorough as possible in the Education section. Include both undergraduate and postgraduate schools and fields of study, along with any relevant honors or awards you received.  If your GPA is relatively strong, feel free to include it here, too.  As is the case with certifications, positions often call for a particular university degree. Don’t leave employers and recruiters guessing about what you studied in college (or whether or not you attended). Including your education is also a great tool for networking; people will respond positively to universities that are either well-known or they attended personally.

Recommendations
Recommendations greatly enhance the credibility of your employment and accomplishments. If you have not done so already, carefully choose and ask three past or present colleagues, superiors, subordinates or clients for brief recommendations related to your professional performance.

Additional Information
If you have a personal website, blog or Twitter account, definitely consider including these on your LinkedIn page.  Incorporating multiple professional resources gives greater credibility to your professional online presence and unifies your personal brand.