Editor's Blog1 min ago
Job Offer
6 Answers
I have been successful in being offered a new job with a differing company from that I currently with and for whom I have been a long time employee. The new role is one that I really would like to do with this different company, which they contacted me over not applied for and I am truly pleased to have been offered the position.
My query is regarding the package they are initially offering me. The role when advertised indicated a much higher salary than what I am currently on, which obviously drew me in. During the initial interview the financial figure mentioned was subsequently less, but as I probably didn't quite tick all of their requirements I could understand why a lower amount was mentioned. Following further interviews I have been offered the role but on even a lower salary than that mentioned in the first interview. Whilst I would gain from an increase wage, though marginally, I would have less annual leave then I have now, a loss of some company perks and the nervousness of not being protected against being made unemployed without a payoff etc.
Never being in this position before I would be interested into hearing thoughts on how I can broach this with the new company. Whilst I can cope with less leave and perks the small pay difference makes this a harder choice. Would the other company expect me to make a counter offer, i.e. highlight the offer made at the initial interview etc? They have said for me to take time to mull the offer over before responding. Thanks
My query is regarding the package they are initially offering me. The role when advertised indicated a much higher salary than what I am currently on, which obviously drew me in. During the initial interview the financial figure mentioned was subsequently less, but as I probably didn't quite tick all of their requirements I could understand why a lower amount was mentioned. Following further interviews I have been offered the role but on even a lower salary than that mentioned in the first interview. Whilst I would gain from an increase wage, though marginally, I would have less annual leave then I have now, a loss of some company perks and the nervousness of not being protected against being made unemployed without a payoff etc.
Never being in this position before I would be interested into hearing thoughts on how I can broach this with the new company. Whilst I can cope with less leave and perks the small pay difference makes this a harder choice. Would the other company expect me to make a counter offer, i.e. highlight the offer made at the initial interview etc? They have said for me to take time to mull the offer over before responding. Thanks
Answers
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It's the devil you know, as a long-term employee, versus the one you only know as much as you were able to glean from interviews plus other background research you may have done. For this reason I've always taken the benchmark of a minimum 10% salary package increase or it is not worth the risk of changing company. Factor in the loss of holiday and other perks in...
19:48 Tue 23rd Feb 2016
-- answer removed --
It's the devil you know, as a long-term employee, versus the one you only know as much as you were able to glean from interviews plus other background research you may have done.
For this reason I've always taken the benchmark of a minimum 10% salary package increase or it is not worth the risk of changing company. Factor in the loss of holiday and other perks in working out the minimum acceptable %age to you.
I would say it is really unusual to try to head-hunt someone, mention a salary at first interview then reduce it as an offer without explanation.
You can (and should) broach it with the company - by phone - and prepare yourself well for the conversation beforehand. Along the lines of your enthusiasm for the role and the company but surprised and disappointed with the offer. It would be perfectly reasonable to ask what band or grade you would be fitting into, and what the top and bottom of that grade is (but every company has such structure, but large ones invariably do). You could also reasonably ask what the top and bottom of the salary band one below and one above is.
I wouldn't make a counter-offer - just say that you like the role but wouldn't feel able to accept the offer for the salary on offer. The ball is then in their court.
Bear in mind that if they head-hunted you, there probably isn't a second candidate in the wings - they have to start the recruitment process again.
For this reason I've always taken the benchmark of a minimum 10% salary package increase or it is not worth the risk of changing company. Factor in the loss of holiday and other perks in working out the minimum acceptable %age to you.
I would say it is really unusual to try to head-hunt someone, mention a salary at first interview then reduce it as an offer without explanation.
You can (and should) broach it with the company - by phone - and prepare yourself well for the conversation beforehand. Along the lines of your enthusiasm for the role and the company but surprised and disappointed with the offer. It would be perfectly reasonable to ask what band or grade you would be fitting into, and what the top and bottom of that grade is (but every company has such structure, but large ones invariably do). You could also reasonably ask what the top and bottom of the salary band one below and one above is.
I wouldn't make a counter-offer - just say that you like the role but wouldn't feel able to accept the offer for the salary on offer. The ball is then in their court.
Bear in mind that if they head-hunted you, there probably isn't a second candidate in the wings - they have to start the recruitment process again.
Thanks Dogsbody2, good thoughts and advice. The job is at a well respected company within the industry that I am already in. After two extensive interviews along with meeting the team I would be looking after I hope that the offer will raise to that mentioned at the first interview. Let negotiations commence! Thanks again. Appreciated.
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