Sending a job acceptance letter is the right way to ensure you are all on the same page about the terms of employment.
1. Share Your Gratitude and Enthusiasm
Start your letter with appreciation for being offered the position. This allows you to thank your employer for extending a job opportunity. This starts things out on a positive note and reinforces the good qualities your interviewer previously observed.
2. Confirm Your Acceptance
The next step is to confirm your acceptance of the job, and reiterate the terms to which you have agreed, including your position, when it starts, and your salary, as well as other benefits.
Summarize your understanding of your role and responsibilities. This ensures that the employer has a chance to correct any misunderstandings before the job begins.
3. Conclude With Any Additional Information
You may wish to share your full contact information in the closing lines to make it easy for your employer to contact you. You can also use this space to reiterate your enthusiasm, and ask any questions that have not been addressed.
4. Double Check
Take a minute to double check the letter and ensure there are no mistakes in information, spelling errors, or other issues. Go beyond built in spell checking programs, and actually read the letter word for word to make sure it is error-free before you send it away.
5. Keep Things Brief and Cheerful
Remember that your job acceptance letter does not need to be very long. Keep your letter brief in the interest of clarity and ease of communication. It should retain a cheerful, upbeat tone throughout the document, without going overboard. As always, remain professional in your correspondence with the employer – this is not the time for casual writing!
If you follow these steps, accepting a job offer in writing should be easy. Once your letter is finished, you can email, fax, or mail it to your employer. However you send it, remember to keep a copy for yourself and a record of when you sent it, as these might be useful for future reference.
When you are considering taking a job, the compensation package is important. This informs how your work will be rewarded. If you are a good prospective employee, you deserve fair compensation.
Many people shy away from negotiating their compensation package for fear of scaring their possible employer away, but you should know that it is acceptable to negotiate to get the benefits and salary you deserve.
Wait For the Right Time
In your interview, you may have discussed salary expectations. This means that you and your interviewer are aware of your expectations, which opens the door to further negotiation once an offer is extended. You should wait for the offer before you start bargaining, to ensure that the focus is kept on your qualifications, and your questions about the company.
Do Your Research
When it’s time to start talking about compensation, come into the conversation prepared. Research how much people in similar positions make, and use that to your advantage. You should be compensated fairly, so it helps to know what the average range is for that role.
Some companies make their range known during the interview process, so you can use that as a starting point to determine if you should be near the top or bottom of the pay scale to begin.
More Than Just a Salary
Remember that a compensation package involves more than just a salary. Benefits and other job perks are an integral part of negotiation, so even if you have to scale back your salary expectations, you could ask for benefits like increased vacation time, flexible hours, Sign-On Bonus, Profit Sharing or other add-ons that increase the overall value of your compensation package. Employers may be more willing to use their discretion in these areas.
Know Your End Goal
You should go into negotiations with an ideal scenario, and an acceptable scenario. Hopefully, your bargaining will leave you somewhere in the middle or better. You can go back and forth with an employer until you reach that satisfactory level of compensation, but bear in mind that you should not settle for a compensation package that will leave you unhappy. There is nothing wrong with walking away from a position that does not compensate you fairly, so be aware that you could end up having to decline the offer.
The comparison data between LinkedIn and Indeed is remarkably similar until you get to the month of June. Up until June, the data showed that between 75% and 80% of all the posted positions are paying 80k or less in salary. The March data also showed that recruiting and hiring has not increased at all since January, and that we remained in a flat job market. However, June’s data from LinkedIn should a large drop in the overall number of jobs, but also showed that total percentage of jobs paying less than 80k dramatically jumped from 77.4% at the end of March to 90% on June 14.
The data from LinkedIn is probably a much better indicator of the health of the overall job market since it cost money to post jobs on the site as compared to Indeed where most of the job postings tend to be free posts. I would imagine that the job totals on Indeed would lag those on LinkedIn.
This data shows that companies continue to be extremely careful with their recruiting and hiring and are willing to add lower salary positions to fill some needs, but will not generally hire higher salaried roles unless absolutely necessary. All of this ties in with what I have seen in my business since Q4 2015. I don’t see the job market getting any better soon since summer tends to be a slower time even in the best of job markets.
When candidates are not actively looking for a new position, and others are idly scrolling through job postings, it can be quite challenging to gain their interest about your job postings, even if the position is great. A lot of candidates may even bypass your job postings, either on purpose or without even knowing they are missing something wonderful.
Somewhere out there, there is a passive candidate who isn’t looking for a job, but is perfect for your company. It is up to you as a recruiter to tap into these people and motivate them to join your Company!
Write a Great Job Description
One of the main reason Companies are losing out on candidates is through bad job descriptions. If a job sounds boring, stagnant, or like something with few benefits, candidates will not be interested whether they are actively looking, or you are reaching out to them.
Create a dynamic job description that highlights all of the unique and exciting parts of the position and you will see a shift from passive candidates to active candidates!
Do Some Proactive Recruiting
You most likely not going to find the passive candidates by searching the job boards rather you need to do some detective work first in order to find them; using your internal database or social media sites like LinkedIn and/or Facebook find candidates with similar job title and experience, learn about them and their current company.
Try to join their network via your shared contacts or your common interests. Now, put yourself in their shoes, knowing what you know about them ask yourself if you were them what would take to jump ship and be interested on the new position. This should give your enough ammunition to compose an introductory email in order to start the communication about the new position.
Personalize Your Introductory Email
If you send out a generic email or message, people will often ignore it without even really looking at it, especially if they are not jumping for a new job opportunity in the first place. Find out what makes them tick. Then use that information to contact them with a personalized pitch.
For instance, you may find out that a passive candidate is doing research in a specific field — bring that up and tie it into what your position offers, and they will be far more interested in your offer.
Use Your Network
Networking is key for recruiters, especially when it comes to engaging passive candidates. If you can show that you have shared contacts, and use your network to leverage interest from the candidate, they will be far more likely to pay attention to you, and what you have to offer.
Appeal With More Than Just Money
A high-paying job is great, but if candidates are comfortable where they are, it may not be enough to make them jump into a new position. Whether you are writing a job description, or reaching out with a message, talk up benefits, atmosphere, and more.
Digital profiling involves creating a good picture of a potential hire, based on their online footprint. Nearly everyone in the job-seeking world uses LinkedIn, and of course this is a great tool for recruiters who want to better understand who they are looking at. Sites like LinkedIn offer all of the traditional resume information, along with current research and projects a person is undertaking, their connections and networks within the industry, and other valuable details.
Using digital profiling, recruiters can get a better idea of what people are truly like, beyond their polished paper resume. A professional, motivated person will use sites like LinkedIn wisely, to create the best image of themselves that is appealing to prospective employers.
When Digital Profiling Goes Beyond LinkedIn
Both job seekers and recruiters/hirers should know that there is often more to a digital profile than what is available on LinkedIn. A quick internet search can reveal a lot about a person, making it worthwhile for hirers to do some easy background research. Job seekers should know this and strive to create a professional online presence across various social media platforms, knowing that some of their words and images may be public.
The Deeper Details of Digital Profiling
Digital profiling isn’t just about what one says and does online — it can also reveal hints about a potential hire’s productivity. If someone is posting on their blog at all hours of the day, it can possibly lead a recruiter to think that this person is not that invested in their job. Or, a recruiter may look at someone’s online activity and see that they are very dedicated to their job, using social media at appropriate times. It is important for both hirers and job seekers to think about what their social media use and digital profile looks like from all angles.
Digital Profiling: A Hiring Consideration
With all of the information one can glean from digital profiles, this practice will surely fit into hiring decisions and recruitment in the future. There is a lot to be learned from a digital profile, for people on both sides of the desk.
As the owner of a boutique recruiting firm, I am constantly approached by a variety of vendors who tell me that their new product will revolutionize recruiting. Everything from using algorithms to monitor candidates’ social media postings to creative ways of finding and sourcing passive candidates. While all this sounds wonderful, does it really work for all the extra cost?
While I firmly believe that some automation is needed to effectively recruit in today’s world, I also believe that it is impossible to 100% automate recruiting because there are so many moving parts with candidates and clients. In addition, those hard-to-find and highly-sought-after candidates are generally turned off by all this automation as they are constantly bombarded each days with waves and waves of emails and LinkedIn emails from recruiters. In fact, many of these candidates have told me that they don’t check their email and LinkedIn because of the deluge of emails from recruiters.
To me, effective recruiting is still all about building trust and relationships with candidates; ideally over the phone. Many times, the trust and relationship building comes well before they may be ready to make a job move. Recruiting is also a very blue-collar function of hard work and effort. You can’t just post jobs online and sit back and wait for candidates to come to you nor can you expect automation to eliminate the need for this hard work. Effective recruiting is still all about really knowing what the client requires in the job, then researching for and approaching potential candidates.
I feel that the only automation that a good recruiter requires is a good applicant tracking system that has basic capabilities such as resume search, automated job posting to various internet job boards, and the ability to produce reports. Besides the ATS, I really only see the need for a Premium level LinkedIn account. I have been very effective with just these two tools. To me, anything else is overkill and not money well-spent.
Conducting a job search is never easy, even in the best of job markets. Given the sluggish economy of the last 5-7 years, a job search is tougher and taking a much longer time. In good job markets, it would not be unusual to be able to find a new position in 30-60 days. In today’s economy, depending on the level of the position, could take anywhere from 60 days to 6 months or more.
There are a number of reasons for this:
1. Lack of suitable openings because most companies are not growing and headcount is not increasing
2. Companies are being extremely cautious with their selection process; thus taking much longer and adding additional steps to the process
3. Jobs have been eliminated and potentially replaced with technology or outsourcing
Until the overall economy improves, candidates can expect the process to continue at a slow pace. Knowing all this in advance is half the battle.
For those looking to switch or find a new job, networking is still the best way to land a new job. Utilize a tool like LinkedIn to connect with friends, former college mates, and current and former work associates. Your network remains your most power tool in helping to you find your next job.
When someone well respected leaves others in the team begin to wonder if they need to be looking for greener pastures. They wonder if there is something wrong with the company. A resignation triggers reactions that some get over quickly while others don’t. Whatever the reasons it is a disruption that can adversely affect other team members and day to day operations.
So what to do.
Consider a counter-offer though a top performer has probably weighed the pros and cons prior to resigning. If it costs less to offer more than a counter offer is a consideration but it is not a strategy to use lightly. It can be a dangerous strategy if it becomes known that it works. The best policy is to identify and prevent problems before valuable employees resign. Resignations should not come as a surprise if management is listening. Also, it is best to ensure that senior employees are mentoring other employees so the company will not be crippled by retirement or resignation.
Stay on top of the loss by showing respect to the departing employee by acknowledging the loss to the company and thanking them for their outstanding efforts and do this with the entire team present. After they depart help your team make the transition to working without their former colleague.
Manage the transition by telling other employees what they’ll be doing now that their teammate is going and allow the departing employee to work with the team before departing so everyone is aware of what tasks may need to be covered. Ask for volunteers to cover tasks so that the transition goes smoothly.
Whatever you do, do it with grace. Show your team that they have nothing to worry about and that there may be opportunities for developing new strategies and ways of doing things that will become apparent as you organize around the talents of the new team.
I updated the analysis (previously done on January 21, 2016) using jobs posted within 100 miles of Philadelphia PA (MAS Recruiting’s office location) and then broke the jobs down by salary level. Here is the new analysis and the comparison to January’s data:
March 24, 2016
Total Posted Positions: 298,845
<80k Jobs: 231,237 (77.4%)
80k+ Jobs: 38,472 (12.9%)
100k+ Jobs: 16,093 (5.4%)
120k+ Jobs: 7,714 (2.6%)
140k+ Jobs: 3,554 (1.2%)
180k+ Jobs: 1,202 (0.4%)
200k+ Jobs: 573 (0.2%)
January 21, 2016
Total Posted Positions: 315,996
<80k Jobs: 249,896 (79.1%)
80k+ Jobs: 37,782 (12.0%)
100k+ Jobs: 15,752 (5.0%)
120k+ Jobs: 7,453 (2.4%)
140k+ Jobs: 3,384 (1.1%)
180k+ Jobs: 1,211 (0.3%)
200k+ Jobs: 518 (0.2%)
March 24, 2016
Total Posted Positions: 298,392
<80k Jobs: 230,043 (77.1%)
80k+ Jobs: 38,865 (13.0%)
100k+ Jobs: 17,707 (5.9%)
120k+ Jobs: 7,559 (2.5%)
140k+ Jobs: 3,142 (1.1%)
180k+ Jobs: 718 (0.2%)
200k+ Jobs: 358 (0.1%)
January 21, 2016
Total Posted Positions: 289,687
<80k Jobs: 215,312 (74.3%)
80k+ Jobs: 39,107 (13.5%)
100k+ Jobs: 20,048 (6.9%)
120k+ Jobs: 9,451 (3.3%)
140k+ Jobs: 4,439 (1.5%)
180k+ Jobs: 971 (0.3%)
200k+ Jobs: 359 (0.1%)
The comparison data between LinkedIn and Indeed is remarkably similar and continue to show that between 75% and 80% of all the posted positions are paying 80k or less in salary. The March data also shows that recruiting and hiring has not increased at all since January, and that we remain in a flat job market. This data shows that companies continue to be very careful with their recruiting and hiring and are willing to add lower salary positions to fill some needs, but will not generally hire higher salaried roles unless absolutely necessary. All of this ties in with what I have seen in my business since Q4 2015.
First of all make sure that your hiring process does not discourage bright, motivated, talented people by being generic, insulting and cumbersome. People need to be treated well from the beginning if you expect them to be enthusiastic about working in your company.
Start by creating job ads that describes the job responsibly in detail and appeal to human beings and don’t sound like potential hires should be happy you want to interview them. Market potential employees with the same vigor you market your customers.
Use an applicant tracking system that will help you identify the right talent faster or you’ll find yourself wading through a huge pile of non-relevant applications. Don’t generalize, target your search to the specific and most important aspects of the job.
Be sure that your company’s web presence accurately represents you. One study conducted for Forbes Magazine found that nearly one third of respondents reported using social media to research companies and job openings, so your social media presence is crucial to a comprehensive recruitment strategy. It’s equally important, however, to understand how professionals at various stages of a career use social media differently.
And remember that candidates will be researching your company across a broad array of platforms, so you must take steps to ensure that their experience is consistent, regardless of how they view your online presence. So make your company’s website and any other online platforms consistent and functional for different types of devices, including notebooks, tablet PCs, and smartphones.
Very important is to remember that face-to-face communication is still the best way to get to know a candidate. Though companies find that video conferencing and skyping is timely and cost effective, most potential candidates prefer an in-person interview. Do not make the mistake of foregoing the interview process for a strictly technological procedure or potential top people can be lost because they were ill at ease and did not present themselves or their talents in the best way possible.
Recruiters are like ambassadors and they need to represent you well. Today’s job seekers place great emphasis on company culture and your recruiters and your hiring process need to be consistent. Don’t use recruiters who are not well-versed with your company, its mission, goals and culture or you will not attract top talent.
So remember to know what you’re looking for and not to over-emphasize money or benefits and to take a wide view of what is possible and you’ll attract the right people.