How will your executives rate your training?
The Works recently hosted a Career Advancement Workshop for account executives and senior account executives. The event gave attendees advice about how to develop their career, as well as offering them a chance to network with their peers and get tips on how to improve their CV.
In addition to this, we were keen to hear attendees’ feedback on how well they thought their employer managed their development and what they felt could be done better. Although it was a small survey pool, the results show that the PR industry is failing to invest enough time and resources to get the best out of their junior talent.
The survey reveals that account executives and senior account executives crave more support in the form of training and feedback on their progress from their employers so that they can better develop their talent and expertise within the industry. Above all the survey shows that across the board, agencies need to step up investment in their staff, not only financially (e.g. training courses) but also in terms of time, particularly at a more senior level.
Of those questioned, there was a direct correlation between the frequency with which executives met their line manager and how well they rated the way that their company managed their development. The 20% of PRs who rated their agency as ‘above average’ all had more frequent meetings with their line manager than anybody else, with meetings taking place either monthly or quarterly. By contrast, all those who said their employer managed their development ‘very badly’ met with their line manager only once a year, and all specifically mentioned the need for increased frequency of appraisals and better feedback on their progress as the key things they felt that they needed to help them develop.
On the subject of training, feedback once again showed that executives feel that more could be done to help them develop. As is to be expected, the majority of AEs and SAEs felt that they got the bulk of their training ‘on the job’ but felt that they (and indeed their employer) would benefit if investment in external and internal training was increased. Interestingly, over half admitted that their training was not tailored to their needs and consequently it didn’t help them to improve their weaker skills and grow as an account handler.
Indeed, when asked what one thing their employer could do to help them develop, over a third (35%) of attendees emphasised the need for more and better training, ideally in the form of external courses. This was followed closely by 30% claiming the need for better quality and more frequent feedback on development and goals, with a further 15% stressing that they felt that more support and involvement from senior staff would be beneficial to their development.
Clearly employers face the risk of losing good staff and one worrying sentiment amongst executives is that 95% would consider leaving, or indeed have left (25%), a role because they felt that their career development could have been handled better. Certainly a number of executives commented that they felt that they have not had access to the opportunities they need to develop, something they find hugely frustrating. Clearly more could be done by employers to support and retain their staff. Employers could benefit significantly from increasing the frequency of their meetings with employees, improving the quality of the feedback they give following an appraisal, and by setting more clearly defined goals and targets so that staff have something to work towards.
Following on from this survey The Works will be conducting an industry wide survey of JAEs, AEs, SAEs and JAMs to get a fuller picture of the situation around training and progression for executives in PR. To add your voice to the discussion please take two minutes to complete this anonymous survey: http://www.surveymonkey.com/s/rateyourtraining. Everyone who completes the survey will be entered into a prize draw and twelve people will be picked at random to win a bottle of wine! The prize draw will happen at 12pm on Wednesday 20th July so all entries must be submitted by then.
Dress to impress this summer
As the mercury rises, so too, can hemlines but according to one of the UK’s leading personal and corporate stylists, Angela Barnard (www.mylondonstylist.co.uk), don’t fall into the trap of dressing down or inappropriately just because summer has arrived.
“It can be tempting to relax the corporate wardrobe with the onset of summer, but opting for lighter materials – or less material altogether – to cope with the rising temperatures shouldn’t be an excuse for abandoning simple style rules altogether,” she says.
In an industry that places more emphasis than most on projecting the right image, how you look can, for some, be as important as what you say.
“It’s a truism that you never get a second chance to make that first impression,” says Angela, “and how you present yourself gives the interviewer, the client or journalist you’re presenting or pitching to an instant visual guide and reflects who you are as a person,” she says. “How you look – your overall image – conveys qualities such as leadership, precision and organization as well as creativity and personal style. It’s not a shallow consideration. Never underestimate the power of appearance in a professional setting,” she says.
Of course, having the right look isn’t all about making sure your bag and shoes, or belt and shoes match. It’s about maximizing your self confidence in interview or presentation situations, too. To help make sure your first impression is the right one, here’s Angela’s – and our – top tips on how-to-wow.
Keep it simple. The more complex the outfit is, the more likely it is that you’ll make a fashion faux pas. Too many colours, too many patterns, conflicting styles and fabrics are all no-no’s, as are high fashion clothes (except for, perhaps, trendy tech or consumer agencies). For women, Angela also suggests avoiding tops that are too low cut (no cleavage, please) or skirts that are too short, whereas men should leave white socks for the squash court. We concur.
Don’t take uneccesary sartorial risks. Having outlined what to avoid, Angela says choosing an outfit of three colours or less is the holy grail of interview dressing. Starting with a dark base such as dark skirt or trousers and adding colour with brighter / softer tones such as cream or pastels is a winning combination – you want to look sober but not sombre. Most of all, wear something you feel comfortable in.
The devil is in the detail. From well brushed, freshly washed hair and well applied make up to making sure your outfit is stain-free, looking good is all about the details. That means no visible panty lines, no coloured bras or underwear and certainly no missing buttons or broken zips. We know from experience that well-manicured nails (men and women) are on an interviewer’s mental checklist, as are well-polished or buffed shoes. Make sure your pockets are empty of keys, wallets or cigarette packets to ensure your clothes hang the way they are supposed to and although it sounds simple, many people make the mistake of wearing clothes that are either too big or too small. How you smell can also help create the right impression, so wear a discreet, light fragrance or aftershave and for smokers, fresh breath is a must.
Dress for your sector. How you should dress varies according to the sector you’re working in (or, if you’re going for a change in focus, the sector you want to work in). Is the style of the company you’re meeting super trendy, incredibly corporate or somewhere in the middle? It’s worth checking ahead of interview or being guided by their branding but as a general rule, tech and consumer are much less ‘corporate’, where even wearing a jacket to interview could be viewed as overkill. The rule of thumb for financial healthcare and corporate, though, is ‘smart / business casual’. Men should wear suits for interview, or even communication business meetings in this sector.
If you want to make sure you have the right look for your next job interview or important client meeting, Angela can be contacted on by e-mail or by calling 0208 743 2602. Angela also advises corporate organizations. For more information click on www.mylondonstylist.co.uk
Food for thought: How to boost your brain power (amongst other things)
Whether you’re gearing up for an important interview or just want to stay top of your professional game generally, the correct food and drink choices can help provide that competitive edge.
The benefits of oily fish and omega 3 have been well documented when it comes to boosting your brain power but there are many other super foods and drinks that can get your grey matter – and the rest of your body – into shape, according to the latest nutritional findings.
So, from what foods can help improve your memory, boost your immunity, improve energy levels, promote great sleep and even give you a flawless complexion, we’ve collated some ‘do’s and don’ts’ to give you ‘food for thought’.
DO
Oil the grey matter. Our bodies’ most important organ, the brain, is largely made up of, you guessed it, fat, so keeping it well oiled is a crucial element in helping it operate to its maximum potential. Decreasing your saturates intake whilst increasing the level of essential omega-3 fatty acids in your diet is key to brain health, amongst numerous other important bodily functions. Sources include: salmon, mackerel, sardines and pilchards (organic is best to avoid un-needed toxins and hormones), nuts and seeds as well as eggs. As well as being high in omega 3, nuts and seeds have the added benefits of preventing poor memory and giving you glowing skin due to their vitamin E dense properties.
Go green to enhance your memory. Broccoli is great source of vitamin K, a lesser known vitamin, which not is not only essential for the blood’s clotting abilities, but has been found to enhance cognitive function and improve brainpower. Sage, too, has long had a reputation for improving memory and although most studies focus on sage as an essential oil, it could be worth adding fresh sage to your diet, too.
Boost your immunity. There is nothing worse than waking up the day before an interview with a streaming cold, so taking preventative measures to boost your immunity during the run up is a smart move. Most people know that Vitamin C is key, but many don’t realise that there are a wide range of fruits and vegetables with a far higher and equivalent C content than an orange. Berries, particularly blackcurrants and kiwis are all ‘c dense’, as are peppers, sweet potatoes and broccoli.
The principle mineral that protects the immune system is Zinc and is commonly lacking in the average diet due to its sensitivity to heat, caffeine and alcohol. Zinc rich foods include fish, meats and whole grains (basically anything brown rather than white such as brown rice, whole-wheat breads/pasta).
Energise! If you’re prone to that post-lunch dip, then upping your B vitamins and balancing blood sugar levels are the key to boundless energy! As the B’s work well together, it is important to keep your diet varied and rich in a range of vegetables, whole grains, meats, fish and eggs. If you are a vegan, you would probably benefit from B12 supplementation, as it is only present in foods from an animal source. Lethargy and lack of concentration are the main indicators that blood sugar levels are out of whack. If you want to keep blood sugars on an even keel then consume a good mix of fibre rich complex carbohydrates and proteins, while steering well clear of the simple sugars found in the biscuits, cakes and sweets so often found in abundant supply in offices! It is also important not to allow yourself to get too hungry, as it is when our blood sugar is at its lowest, the sugary cravings attack!
De-stress. Foods known to calm and induce sleep are those high in the amino acid tryptophan (amino acids are the building blocks that form a protein). Sources of tryptophan include: seafood, meats, poultry (especially turkey), whole grains, beans, rice, hummus, lentils, hazelnuts and peanuts, eggs, sesame and sunflower seeds and soy products such as miso and tempeh.
Keep it varied. The broader the range of foods you consume, the greater the likelihood you will be meeting your nutritional needs.
Keep it as organic and unprocessed as you can. Intensive farming methods and food processing are the major causes of mineral and vitamin depletion in foods.
DON’T
Drink caffeine at least 2hrs before you go to bed, or with food. Ideally leave at least an hour between food and a cup of tea or coffee to ensure you don’t deplete the many vitamins and minerals it affects.
See supplements as an excuse not to improve your diet. The best way to consume nutrients is in their organic form, which is food. Supplements should ideally be taken under the supervision of a qualified nutritionist for maximum benefit and to avoid any harmful side effects.
Think wine will relax you the night before an interview. One small glass of red wine (ideally a pinot noir) will provide benefits in the form of an antioxidant ‘reservatrol’, though anything more may leave you with a fuzzy head!
Be swayed by marketing hype. Health starts in the gut. If the flora and fauna of your stomach and intestines is out of balance, then illness can follow. However, whilst the ‘good bacteria’ hyped by many large dairy producers is indeed a good thing in restoring this balance, only good quality organic yogurt is a reliable source, as processing can be very destructive to the probiotic content.
Deprive yourself. Always remember there is no such thing as a bad food, but there is a bad diet. A small chocolate bar here and missing a meal there is ok, as long as it is occasional. Think continental, see eating as a pleasure rather than a chore, enjoy the preparation and eating process as often as you can and work it into your social life!
How to get your CV noticed: Our top 5 ‘secrets’
As busy recruiters, there are certain things that we look out for in CV’s we receive – here we share our top 5 CV secrets that can help yours stand out from the crowd.
- Secret 1: Straight-forward language and bullet points. Nothing is more off-putting than having to search for important information. As communicators, we expect your CV to project the vital statistics in an up front and easy-to read manner tailored for your target audience (ie us, the client, and the job you’re applying for). Leave flowery language and purple prose for the novelists.
- Secret 2: Covering emails really help determine whether you make that all important shortlist, so it’s worth spending a little time crafting them to their best potential. The best applications flag how you meet the requirements of a job advertisement in succinct fashion and in a professional, not too familiar tone.
- Secret 3: Stand-out CV’s highlight measurable achievements , actively demonstrating the value you have added to their current and previous employers. Rather than just saying ‘I worked on x campaign’, spell out how this campaign reached targets: ‘I worked on x campaign, which received coverage in x number of publications and increased sales by x amount, for example. New business wins and media contacts are also helpful. We’re more interested in career history than education and personal interests, so ensure the CV is weighted accordingly, with career history (most recent role first) following contact information.
- Secret 4: Make the job title and company you work for stand out. If you’ve highlighted ‘account manager’ at one of the major consultancies, for example, we’ll prioritise them because the job title automatically conveys likely responsibilities.
- Secret 5: Sharing what we DON’T want in a CV / cover letter approach is as helpful as what we do. If yours includes: photos, quotes, a lengthy hobby list, a CV longer than 2 pages or a link to an online CV rather than a hard copy (we can see where you’re going with this, but we’d much prefer simple), edit them.
It’s a question of trust
Professional reputations are hard won things. What can take years of tireless work and dedication to accrue can be lost, perhaps forever, in a moment, as Sky Sport’s presenters Andy Gray and Richard Keys have discovered this week.
Of course, they’re not the first professionals to be pilloried on the national stage, exposed and held to account for what they ‘really’ thought. Think back to Gordon Brown’s ‘bigot’ comments made on the campaign trail, oh, roughly a week before he lost the last general election.
Whilst the exact circumstances of the respective inappropriate comments differ, what unites them is a common element. Trust. Or rather the instant, irretrievable loss of it.
For the Public Relations and Communications professional it’s incidences like these (and believe us, you won’t have to wait long for more case-study fodder) that serve as important reminders. When it comes to upholding personal, professional and corporate reputations, integrity is crucial. ALWAYS. Recruitment candidates should know by now that consistently displaying ‘brand you’ in the professional and private arenas, are just as important; your CV might be first rate, you may shine at interview, but if your Facebook page showcases that drunken night out, you can wave goodbye to that perfect new job.
In a week of tarnished reputations, Edelman’s latest ‘Trust Barometer’ is particularly timely. It found that:
- 57% of people will believe negative information about a company if they previously distrusted it whilst a mere 15% will believe positive news.
- Trust in businesses in the UK remained stable at 44 %
- Trust in banks fell to 16%, a drop of 30 percentage points over the last three years and;
- Trust in the media has fallen to 21`%, a drop of 12% over three years
‘Green Grass Syndrome’: Are you immune?
In-house is where it’s at. Well, that’s the perception at least, as we’ve found a staggering 90% of candidates across the entire PR industry spectrum would prefer an in-house role than an agency equivalent. The rise and rise of in-house popularity over the past year marks a significant shift in previous trends. In June 2010, for example, the balance of candidate interest between in-house and agency positions was approximately 50/50, as is usually the case.
Why, then, this sudden shift? Have in-house positions suddenly improved? Conversely, have agency conditions worsened? Or does the truth lie somewhere in-between?
From the feedback we’ve received from candidates, there is a commonly held perception that in-house positions offer individuals more ability to control their hours – and workload, a very attractive prospect to agency staff tiring of over-servicing.
There are two things that strike us as particularly noteworthy in this current state of affairs. Firstly, that it appears that money, specifically a salary increase or promotion which is often a principal motivating factor in job searches, is not currently the driving force. Rather, as agencies have had to struggle to do ‘more with less’ (read: ‘more work, longer hours, reduced budgets’) since the downturn, achieving a better work-life balance is now seen by many agency staff as the career grail.
The second and perhaps more important factor, is that word ‘perception’. While it’s true that in-house positions can and do offer certain benefits over agencies, there’s a lot more parity between the working day of the in-house and agency employee than there used to be. For example, whilst you won’t be doing lots of new business pitches, you may be more involved with out of hours press office duties which means the demands are different but the hours are similar. Disenchanted agency candidates wanting to control ‘green-grass syndrome’ (as we’ve called it) should also consider the fact that in-house positions bring with them their own frustrations / limitations. There’s usually a much greater level of bureaucracy and internal politics than that of an agency, the pace can be slower for decisions to be made, career progression can be more limited and often fewer PR colleagues to bounce ideas off or share problems with. And those budget cuts? Don’t think that a corporate career will make you immune. Budgets have been squeezed in-house, too, with other internal departments competing for recession–impacted funds.
Perhaps the expectations of what an in-house position can offer are unrealistic?
As a recruiter, we’d urge anyone wanting to ‘jump the fence’ to take a long term view, of their careers and of economic patterns. Regard each career opportunity on its own merits, not on its agency or in-house status. And even if you weren’t around the last recession to give the current climate some perspective, you may recall that as little as two years ago, there was an exodus from the private to public sector, with the perception being that a public sector job offered more long-term job security.
Agency vs. In-house? Harry Hill would know what to do…
Getting into PR: Our top tips
There’s always been a Catch 22 situation when it comes to getting your foot on the first rung of the career ladder: can’t get a job without experience, can’t get experience without a job. Public Relations is no exception to many professions but what makes the situation even harder, quite apart from the fact that future PR talent now faces an almost insurmountable hurdle of undergraduate debt, is competition. Public Relations is one of the top three career choices for today’s graduates.
That’s the bad news. The good news is, whether you’re a fresh-out-of-school-or-uni graduate or even a junior PR wanting to advance your career, there ARE ways you can raise your profile, get ahead of the competition and generally make your first foothold a lot less slippery. Here are our top 5 tips for PR career success:
Do an internship: We can’t emphasise enough how important acquiring on-the-job training and work experience is for a wannabe PR, easily the best way to make you more attractive to prospective employers. Not only will it give you a practical understanding of PR (not just theory) in terms of day-to-day duties, but it will also help you decide what sector you are most suited to. Whilst most internships are offered on a voluntary basis, they add value to your CV that money can’t buy. After all, what’s a few weeks in a lifetime of career success?
In association with Marks and Spencer’s and Breakthrough Breast Cancer, we are offering one lucky person the chance to join M & S’s busy London-based consumer press team for a four week internship to boost their career. The closing date for entries is 5pm, 10th December 2010. Click on ‘Career Gold’ for more information.
Social media: With today’s proliferation of digital communication channels, be it Facebook, Twitter, or blogs, being able to walk the talk is a must when it comes to social media. How an organisation manages its online reputation is at least as important as its offline media profile, so having a good understanding of how it works is vital for any prospective PR. Even if you don’t have your own blog or website, you should at least have an understanding of its wider PR implications.
Nose for news: Again, this is about having your finger on the pulse, understanding key issues facing today’s employers in whatever sector you are interested about. You should be reading news channels (print, online) relevant to sectors of interest, so if financial PR appeals, then the Financial Times should be your newspaper of choice; for corporate PR, then the Times etc., as well as trade magazines / outlets such as PR Week, Corp Comms, Gorkana, or PR Moment, for example. As a PR, you’ll be expected to have an opinion on today’s current affairs.
Network: “It’s not what you know, it’s who you know”, might be an oversimplification, but it’s still true for PRs at any level. Attending industry events and seminars (online but very importantly, face-to-face, too) will help you accrue valuable insight into a variety of pressing PR issues, raise your profile amongst peers – and prospective employers- and generally keep you in the right place at the right time. And, as ambassadors of best practice, joining trade-relevant organisations such as the CIPR or the PRCA, perhaps attending the events or signing up to training they provide, will also help your career advancement from day one. The CIPR has some good advice and tips in their ‘Careers in PR section’
The PR wish list: Personality is considered at least as important as your key skills by PR employers. As well as looking for evidence of creativity (ideas create news) and writing skills (you should have a portfolio of written work such as a blog, a school / uni / consumer newspaper article), key traits such as a can-do attitude, being a team player, being passionate about PR and your chosen sector and overall confidence are what employers look for most in junior account executives.
University: Is it worth it?
You don’t need a university degree to understand that Lord Browne’s recommendation that university tuition fees should have ‘no upper limit’ would always be an emotive and controversial issue. Which is just as well given that if tuition fees do double as predicted, you probably wouldn’t be able to afford one anyway. Bring in £7 – £10K tuition fees and, weight for weight, the degree certificate will be right up there with gold-dusted beluga caviar, diamond –encrusted truffles or a handful of Aston Martin shavings.
Seriously, though, there’s no doubt that raising the level of university fees is a thorny subject. It’s one that’s currently dividing the coalition; causing a Lib Dem revolt given Vince Cable’s U-turn (that’s ‘U’ for University) on graduate tax and making parents and students ask the inevitable question: what is the value of a university degree? More importantly, with graduate unemployment rates at the highest they’ve ever been (up 25% this year alone) will obtaining one be worth the extra costs incurred?
As tomorrow’s students face the prospect of being debt-ridden years after graduation, we can’t help wondering whether a University degree – once the holy-grail for employers – is still as valued as it once was? Certainly, employers have reported that degrees have devalued since Labour’s admirable-in-theory-lowering-standards-in-practice-target of getting 50% of young people into university education.
With this in mind, we’re about to undertake a client survey to find out exactly how today’s employers rate a degree. We want to know whether they view vocational studies (e.g. a PR or Media Studies degree) more or less favourably than a traditional one, such as English Literature, for example. We’d also like to know which University or vocational courses they prefer – and the ones they steer clear of. (We’ll report the results back in our next newsletter).
It’s clear that universities need more money if they are to maintain high standards. But with many future graduates questioning whether they’ll even be able to afford a university education, regardless of the higher earning potential over a lifetime, it’s also clear that recruiters, employers and the Government are going to have change emphasis if we are to maintain future talent and skill levels.
Leaving aside the potential of PR becoming even more elitist if university fees dramatically increase for a future blog, allow us to gaze into our crystal ball….
We anticipate that links between the PR industry and media courses will have to become much closer, so that they’re relevant to the industry and students can focus on the specific area of PR, such as financial, corporate or technical, that appeals to them most.
And, if employers want the talent that a university course can help deliver, then they’re going to have to fund students themselves; through paid work placements during holidays; by the promise of a job at the end of the course or; particularly in vocational subjects, paying the tuition fees of future employees.
We also predict that if the government is going to raise tuition fees and loans, then they will also have to put a lot more effort into career guidance, while students are still at school – and, crucially, after it.
And whilst raising tuition fees may put many off obtaining a university education, it will make people think much more carefully about their career choices.
And that is no bad thing.
The First 100 days: A blueprint to success
As the Conservative – Lib Dem coalition experienced this week, how you perform – or not – in your first 100 days on the job is a yardstick by which you may be measured for years to come.
It’s crucial, therefore, to make the right first impression as soon as possible, not least to ensure you pass the probationary period (!)
Overall, you should have three key aims:
- build good relationships - with your peers, managers and key stakeholders such as the media and clients. How you integrate into a new company is as important as job performance, particularly in the early days.
- establish ‘brand you’: communicate your past experience, knowledge, skills, strengths, contacts and personality to the people who matter.
- perform well and meet (or even surpass) expectations.
Sounds easy in theory but as we all know, the first few weeks of starting a new job can rank alongside moving house and divorce in the stress stakes. Here are our top five tips to help ensure your transition to a new job is a smooth one.
Take a break: If it is at all possible, take a break before starting a new job. Whilst new employers are often keen for candidates to start asap, both parties will benefit if your batteries are fully charged and you’re given a small breathing space between debriefing from a former role and anticipating a new one. Not only are the first 100 days extremely challenging and demanding it’s also highly unlikely that you’ll be able to take leave in the first three months of a new role.
Watch and learn: As tempting as it may be to stamp your mark as early as possible, particularly in the competitive world of PR, try and make your first few weeks a ‘watch and learn’ exercise. By observing and learning how this new organisation or agency works, what its culture, methods and standards are, you’ll increase your chances of making the right decisions in your new role – and decrease your chances of ruffling feathers. Many in-house corporate organisations actually specify that the first three months will predominantly be a learning exercise, although agencies tend to be faster paced, expecting new recruits to hit the ground running. As a way of getting new employees up to speed as quickly as possible, many agencies have a ‘buddy/mentor’ programme, where new recruits are supported and trained by a senior colleague, introduced to key people and given advice on everything from managing tricky clients to understanding internal politics.
Manage expectations: Yours – and your employers’. Firstly, yours. Nobody puts themselves under more pressure than a new employee. The steep learning curve of the first three months is exhausting, so pacing yourself is important, as is being realistic. Be kind to yourself; nobody, not even your new employer, expects you to perform as well as your colleagues until you know as much about the business as they do. That said you should be able to understand your new role and what is expected of you in order to satisfy a new employer. We suggest having a minimum of one meeting a month with your boss during the first 100 days to ensure that you are ‘on target’. If not, then at least you’ll have an opportunity to remedy the situation before the probationary period ends.
Do your own PR: Being proactive, actively throwing yourself into getting to know how the organisation works and who the people that matter are (not just the ones with the biggest personality or loudest voice) is the best advice we can offer when it comes to speeding up the integration process. If you don’t have a mentor then help yourself and get known for the skills, knowledge and experience you have.
Trust us: You ARE the right person for the job. As challenging and stressful as a new job is remember that you have been employed after a rigorous recruitment process! We only recommend those candidates who have the right skills, experience and cultural fit for client interview and clients only employ successful candidates. For four consecutive years we have experienced a 98% success rate of candidates who are still employed not only after the probationary period, but at least 12 months after commencing employment. We’re sure you’ll be one of them!
The return of the counter offer
In the ‘tug-of-war’ for talent, it’s a truism that good people are hard to find. But it’s equally true that good people are harder to keep hold of. As the PR world emerges from recession faster than many other sectors and competition for ‘good people’ hots up, it’s not surprising that we’ve seen the return of the ‘counter offer’.
And return it has! Four months ago, counter offers were most likely to occur between legal communications teams but with more private sector agencies winning business, the phenomenon has now spread across the board to include corporate PR, particularly in the financial services sector.
We’re not just talking counter offers between a current employer (understandably wanting to retain talented staff they’ve trained and invested in) and another potential employer, but bidding wars between three or four employers all keen to secure the best hire.
Without doubt, the main driving force behind this round of counter offers is money. Talented individuals, frustrated by the recession-enforced career inertia of the past two years are now chancing their arm at interview(s) primarily to boost their salary.
Arguably, some of the candidates we’ve seen who have ‘won big’ at counter offer are those who were genuinely underpaid. One agency candidate even doubled their salary whilst eventually staying with the original employer. Doubling salaries may be exceptional, but it’s been our candidates’ recent experience that significant pay hikes are a factor again.
However, as flattering as a counter offer is employers and candidates should proceed with caution.
National surveys of employees consistently show that of those who accept counter offers, 50 to 80% voluntarily leave their employer within six months of accepting the deal largely because of un-kept promises and the reasons other than salary why they were looking to leave haven’t gone away.
To ensure you don’t become one of those statistics, it’s worth asking yourself the following questions: “Will your loyalty be in question by remaining in the job, especially if future redundancies are likely?” “Is the counter offer just a stalling tactic to avoid short-term inconvenience or a genuine desire to progress you career?” “Will this preclude next year’s bonus?” and “Do the proposed improvements eliminate the reason you went for a new job in the first place?”
But perhaps the most important factor when considering counter offers is the longer term professional consequences. PR careers and professional reputations aren’t made in a moment, whilst a counter offer may be. Just remember that making the wrong choice could leave a potential employer with a lasting negative impression of you long after the bidding war boxing gloves have been removed.
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