The Recruiter's Review

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What does it mean to say, “I do”, or “I will”, or “I did?”  It means just that. 

When you say, “yes”“ to what culminates a process and now begins the next phase of planning and execution,  the other party takes that in good faith and proceeds in good faith, investing the time and money to make it happen.  

I Accept…The Ethics of Accepting a Job Offer is both about doing what is right and ethical, and part of proactive career management in this ever growing smaller world.

In this episode, I talk about to talk about the gravitas and seriousness of formally accepting a job offer, and the damage it creates to the hiring side, and the candidate, when the acceptance was insincere and the individual kept interviewing and backed out after acceptance.

I will tell you in this episode how to accept, and how to keep a job offer in hand without playing the game of accepting unless a better offer comes along.

And now, another special edition of The Recruiter’s Review  and I Accept….The Ethics of Accepting a Job Offer.

The Recruiter's Review. Real Talk, Real Advice.
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Early in Season One, I had an episode titled “The Pendulum Swings” where I discussed the return of the pre COVID and pre hiring boom  job market dynamics.  Industry has re-embraced higher standards and practices when it comes to hiring, and that includes the return to formal interviews that are behavioral, situational and performance based. 

Those who are not prepared for these types of interviews may find themselves struggling to answer the interviewer’s questions. I am personally seeing this,  where once the resume walk through is completed, the candidate is unable to answer the situational, behavioral or performance based questions that follow. The end result is a hiring manager telling me, “Pat, good resume, poor interview. He/she was not prepared and could not answer my questions. I will pass.”  

Tune in to hear how you can be better and best prepared for this style of interview.

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Recently, I had three different individuals who were dropped in the first interview because they did not answer that question very well.  All three were highly interested in the jobs they were interviewing for, but the inability to answer that question to the hiring manager resulted in a “no go” for each. 

In this episode, I will discuss how to answer the question, whether you are proactively looking to leave or have left/been asked to leave the position you last held. 

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A continuation of my last episode on job loss – how to be prepared for it and what to do when it happens. I promised guests on my show who would lend relevant experiences to all of you who are listening.  My guest in this episode is not only someone who can lend some firsthand experiences and advice, he was the inspiration for this two-part "mini-series." Joining me this time is a long-time client, Mike Manahan, who found himself unexpectedly on the job market in January of this year.  As the intro to this episode notes, sometimes you see it coming, and sometimes you do not. And despite Mike having a long term and prior employee/employer relationship with the CEO, Mike found himself caught up in a short notice restructure and layoff.    

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In the good times and the “not so good” times of the economy, job loss happens.  I have worked through several hiring booms and several hiring busts over my career. I was a hiring manager myself in the mid 80’s in Pittsburgh, PA while the area was still feeling the pains of the steel industry’s setbacks. I have recruited in the hottest of markets, and I have experienced Black Friday,  the implosion of the telecom industry, the dot com bust and a few other downturns. Most recently,   we experienced furloughs and job losses during and post the COVID pandemic.  In 2023, we are seeing job losses related to reactions to economic forecasts and interest rates increasing.  We are also seeing job losses created simply by companies realizing they need to regroup.  Over the last decade or so, there have been many startups and acquisitions.  The natural cycle for both is hiring ramp up, maintain and then, downsize; either by attrition or by action. 

You can – and should – be prepared for the event of job loss, even if you think your job is secure. And should it happen to you, there are things to do, and things NOT to do.  

I will be discussing all of this in this episode of The Recruiter’s Review . 

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As the employment market rebounds, I am seeing multiple job offers in the hands of most recruits my firm is working with.   

In this episode, I will discuss how to handle and keep multiple offers in play, how to evaluate them, and when it is time to accept one. And no, seldom is it the highest salary offer that becomes the auto pick! 

Another strategic advice session is available on The Recruiter’s Review. 

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Episode Ten is the Season One finale.  Joining me in this episode are three hiring executive guests. Todd Beemer sales leader in the banking/credit union technology field, Brook Mansfield, a global marketing leader in the financial data and consulting field, and Bill Zoli, a human resources leader in the manufacturing field. Bill has some great advice about virtual interviewing.   All three speak openly and candidly about their experiences and expectations. All three also answer the question, “What advice do you have for anyone today who is either entering the job market for their next better move or have been thrust into it due to a layoff?” Hear their insights and answers from their side of the interview desk, making a great wrap up to Season One.   And don’t worry, Season Two is right around the corner!

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A dual trend I am seeing is a return and increase in the administering of assessments and surveys to interview processes, and resistance on the part of some candidates to complete them, for reasons ranging from test anxiety to feelings of them being intrusive and demeaning, or simply that they are too time consuming.  This episode explains these assessments and surveys, the do’s and don’ts when taking them, and why they work to YOUR benefit, as much as the company that has asked you to take one.

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Chances are, you have already signed one and chances are even better that you will be asked to sign one, or all three. And that is whether you change jobs or remain with the job you have now.

These agreements have become more common place, and even in the “right to work” states, they do have teeth.  Yet, we are still moving people to their competition, and I am seeing people clear up to the senior executive level moving into roles with their competition. While these agreements appear restrictive, my experiences have shown they are not entirely prohibitive. 

This episode is to ensure you are aware of what you have already signed and to get you comfortable with the highly likely requirement to sign these agreements when you make a move.

The Recruiter's Review. Real Talk, Real Advice.
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This episode is to stop you from making any rash decisions to cancel an interview or not attend a next interview because you read or heard bad things on a Glassdoor review, or heard some negative information about the company.

Don’t cancel that interview or withdraw before your next interview because you heard or read something about the company or someone there.  

A shorter episode yet with extremely important advice. Please, take heed and don’t make the mistakes I have seen others make. 

The Recruiter's Review. Real Talk, Real Advice.
Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63
Visit National Register USA at  https://www.nr-usa.com