Articles From the Team

A disappointing offer?

10 per cent legal recruitment recently published an article relating to clients and whether or not making a job offer that matches a candidate’s current salary is ever a good idea. They estimate that for every 10 job offers at an existing salary level, eight will be rejected. I would also go a step further on this and say that the offers that are rejected are often not even the starting point of negotiations; rather they cause the candidate to become disengaged and unwilling to come back with a counter-offer at what they believe their own worth to be.

So as a candidate, should you ever accept an offer that matches your current salary? The majority of us will say money isn’t everything. Particularly at interview; you will discuss all the many reasons you and the company are perfect for one another, even if behind closed doors money secretly is your motivation to move.

From day one, a consultant can assist with ensuring an offer is right for you. We will discuss your own requirements and you can be as honest with us as is necessary, if it is about the money let us know – it will save us all time further down the line as we will give a good indication as to who will provide the uplift and the salary bandings at a particular practice. We might also have to have a reality check with regards to expectations – you might decide your current role is the right one for you after all, but it’s better to know.

If it’s not about the money, still give it some serious thought. I’m sure many recruiters, like me, have heard time and time again “I would accept less to be closer to home”, and whilst we want the best possible deal for you, we may also mention this to a client if it means you would otherwise be priced out of the role. We generally submit your profile to a client with a salary expectation and can discuss this for each individual role. I have in the past had candidates promise me they will take a pay cut, to then ask for more than the top banding at interview - this reflects badly on both the candidate and the consultant and is a good way to annoy the interviewer.

It is also a consultant’s role to ensure we highlight all of your relevant skills and what you can bring to the interviewing firm. Our pitch coupled with your own interview performance should result in a salary being offered at your true value. That doesn’t mean clients won’t still try to get themselves a good deal, but if you’re unhappy with an offer it’s worth having a conversation with your consultant into how we move the negotiation forward. The firm liked you enough to make an offer and recruitment processes are often take a long time, so in most cases they would rather discuss a counter-offer than start recruitment all over again. Indeed there may be a close second biting at your heels who will take less money, but as a consultant, we will know this and can advise accordingly.

For more information contact BCL Legal.

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