Dec 132016
 

Who here has not received an offer of employment with a strict deadline of 24 or 48 hours for the candidate to accept? On the other side of the table, how many employers or recruiters reading this have added a clause to their offer insisting the candidate accept within a day or two or else…

The reason for such clauses and conditions seems straightforward.

  • Employers need to know where they stand as they have a need to hire for backfill or expansion.
  • Employers and recruiters have a requisition to fill, which they would like to close as soon as possible in order to move on to the next task.
  • Recruiters work on contingency and would like to get paid.
  • Assigning a deadline to a candidate and offer pushes the candidate to accept thus taking him or her off the market.

Please Stop.

Very tight deadlines are signs of a woefully unprepared employer at best and a red flag against the employing firm at worst. Long-term relationship demand respect from the start and sensitivity towards the other party and not to mention reality.

As a team manager I had a candidate join another group’s team only to leave a week into the job for a position at a credit card company. She obviously preferred the alternative she eventually chose, but had accepted this job under the gun and fearing losing either. Such scenarios are actually quite common.

While these concerns all have some merit they are one-sided, dated and not in line with modern times and, by implication, counterproductive. Why are they working against candidates and employers? Employers derive no benefit from enforcing a clause, which either recruits an employee who may join holding a grudge or feeling pushed or could quit in 3 weeks anyway if he or she were interviewing elsewhere. Fact of the matter is that employers and employees have to see employment as a collaboration where both parties profit and are working towards a common goal. There is no place in the modern workplace for a company that feels superior to the needs of its employees or for an employee who feels above the ‘law.’ If a company gives itself the right to interview multiple candidates and assess them based on its elected criteria, then the employee has the right to interview multiple employers, take time to assess the offer, discuss it with an employment lawyer, consult friends, family or mentors and be comfortable.

While it is reasonable to have deadlines and ask for specific time-lines putting a gun on someone’s head cannot have a happy ending. What does work instead is respectful communication between the parties including an explanation from both sides on with what they are working.

The invitation for candidates, employees and employers to come together benefit from frankness and be supportive of each other should be regardless of the economic climate. Being patient is not helpful to immediate needs perhaps, but will pay dividends in the long-term. Whether it is boom or bust times should not matter. Genuine respect is the way to go and one of the keys to a productive relationship. It also saves everyone time and probably money too.

 

*Things That Need To Go Away: “You have 24 hours to accept our job offer or it’s on to the next candidate.”

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