Continuing on from Part 1 on job offers and how to prepare and approach them, we consider some of the many assumptions made by employers and candidates that can result in a process breaking down.
Don’t assume
There are a raft of assumptions I see employers and candidates make on a regular basis, here are the key ones to avoid.
What’s on the advert is what I’ll get offered
This isn’t always the case. In fact in most cases employers will typically offer a salary commensurate with your existing salary level. If you are on £55K and role is advertised at up to £70K you are more likely to offered between £58-63K than the advertised £70K.
The job is bigger than what I thought
A candidate may feel a role is bigger that what was in the advert or job spec. This does happen, but it should not lead to the assumption that the employer will suddenly up the salary and package. Discuss, influence and negotiate if appropriate, don’t just leave it to chance. Be prepared to ask intelligent and direct questions about exactly what the role involves.
The package is the same, right?
Very rarely are packages identical, be clear and honest from the start what your entire package includes; the bonus percentage, the amount of days holiday, pension contributions, car allowance, life assurance, share scheme details, lunch benefits, flexible working conditions etc. Adding new information later in the process is an unwise move.
The new employer will rectify been underpaid
If you are underpaid in your current role don’t assume a new business will rectify this. They will often still work from your commensurate salary, particularly if you are not clear on your expectations from the start.
Oh, by the way, I have a bonus due
On occasion, a candidate announces mid process that they are due a bonus pay-out in the near future and if they leave before it is paid they expect the new business to make up the difference. Be very careful using this approach. Doing this mid or late in the process can be disastrous and ultimately if you are serious about making a move you may need to relinquish your expected bonus entirely or at least in part.
Employer assumptions to avoid
Always check notice periods, package details, booked holidays, considerations around relocation if applicable and whether a candidate is pursuing other roles to avoid disappointment further down the line. I regularly hear of processes falling apart because no-one is asking the right questions at the beginning of the process. Transparency is so important.
Package is not the same as basic salary
This sounds obvious but often I hear employers making the argument that their package is better than a candidates current offering and thus they can pay a lower base salary. Don’t assume the candidate will see it that way. Mathematically it may be true but always consider that salary is king when it comes to a candidate (consider a mortgage application) and bonuses or commission schemes are sometimes less tangible than a solid basic salary.
Was this helpful? We hope so. If you are considering a new role or thinking of advertising one, please see Liquid Careers – a leading drinks industry job platform.
