How Not to Decline Job Offers. Professionalism, Communication & Counter Offers

Taking note of the title, I will?maintain my professionalism and try not to turn this into a recruitment rant…..because this is a pet hate of mine and brings out my inner recruiter frustrations.? Not so much having an offer declined, that’s life, but some of the behaviours you can encounter in these scenarios blow my mind.

How you handle these delicate situations can leave a lasting impression on potential employers, your recruiter and your professional network. Here’s some advice I would share on navigating this process effectively, ensuring you maintain professionalism and valuable relationships.

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Timely Communication Is Key

Not even timely, just communication.? From my position, having an offer declined doesn’t often come as a total surprise.? It’s something I can typically foresee because I encourage candidates to share their thoughts, feelings, and concerns with me at every stage of the recruitment process.? The more I know throughout the process, the more I can work with the client to address and overcome these. ?Certainly, by the final interview, I want candidates to go in genuinely excited about the prospect in front of them with no lingering questions about the opportunity. But I can’t work with information I don’t have.

So please, be transparent.

Transparency throughout the process is essential in preventing misunderstandings and mismatches at the offer stage. By openly discussing any doubts, concerns, or questions with your recruiter and potential employer early on, candidates create an opportunity for alignment that benefits everyone involved. Whether it’s about role responsibilities, growth potential, or workplace culture, sharing your thoughts helps ensure that the offer aligns with your career aspirations and values. This honest communication not only saves time but also strengthens trust, showing both the employer and recruiter that you’re committed to making an informed, thoughtful decision.

?I would encourage any candidate to lean on their recruiter and share their concerns about a possible role, as well as what other roles they are pursuing and why they are appealing (and no, you don’t have to disclose the specifics). Also, often overlooked are the opportunities the candidate might be walking away from in their current employer.? How can my client offer an equally appealing pathway for their career moving forward?? “Jumping ship” can be a daunting prospect, and when confronted with a resignation, employers will definitely push the ‘security’ of what you know over the uncertainty of a new role (I’ll come back to this later).

There is, of course, a “how you communicate” element in the equation. In my experience, almost all offers that are not accepted immediately or within 24 hours are almost always declined.? By the time we’ve navigated a whole recruitment process, you should know if you will accept or not.? Call it my recruitment paranoia, but the longer I have an offer out without it being accepted, the more I start asking what I didn’t know. A pet hate of mine here is when there’s a sudden switch in the frequency and method of communication.? When the daily calls become after-hours emails, sound the alarm bells! ?

If you are going to decline an offer, be clear and direct, choose the right medium to deliver the news (this is always a phone call, not a text, not an email), be positive and confident with your decision, and show gratitude.? Everyone has invested in getting to this point: you, the client and the recruiter.? Respect their time and the process.? Don’t hide behind email to avoid uncomfortable conversations.? The fact is, if you have sound reasoning for your decision, everyone is going to back you up, and in the process, you will maintain the relationship and your reputation.? Going from daily calls to 9:00pm emails doesn’t help.? Worse is disappearing entirely – it’s happened – please, don’t do this. ???

Navigating Counter Offers Wisely

My favourite. Bloody counter offers.? Unquestionably, counter offers can add complexity to the decision-making process.? For the purpose of this article, I want to focus only on counter offers from current employers. Another general rule of mine: The only scenario in which a counter offer from a current employer should be successful is if you’re only leaving for a pay rise, and they oblige.? Usually, though, money is not the primary reason a candidate starts to explore new opportunities.?

I have seen too many counter offers that were accepted, resulting in a call six months later explaining how everything that was promised hasn’t come to fruition.? Money’s an easy, immediate and tangible fix.? Culture, career development, management etc. are not quick fixes.?

It’s easy to promise something. It’s another to deliver. ?When issues that have been flagged for months suddenly become priorities only at the point of resignation, it raises questions about the authenticity of the employer’s commitment to change. In my experience, a counter offer, more often than not is a short-lived attempt to retain talent, aimed more at addressing the immediate problem of the employer, rather than putting an emphasis on the long-term support of the employee.

It is essential to carefully evaluate whether the proposed changes are substantive or merely a tactic to keep you and avoid hiring and training someone new.?

And remember, if it doesn’t pan out the way you expected, it can be hard to rekindle an old offer or relationship with a recruiter if you didn’t communicate effectively at the time (Don’t start calling me when our last interaction was several unanswered calls and a 9:00pm email).

I would encourage you to reflect on why you were considering a change in the first place and evaluate whether the counter offer includes a real, tangible commitment.? Where possible, get these commitments on paper or risk having succumbed to an empty gesture to avoid a resignation. ?

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Trust Your Instincts

Ultimately, your instincts should guide your decision-making process.? Hand-in-hand with counter offers, your current employer will always have a stronger relationship with you than anyone involved in the external recruitment process.? This relationship gives your current employer immense leverage, so listen to your gut.? If something feels off about a counter offer, if the promise of change feels insincere or unsubstantiated, it may be worth sticking to your original decision.?

Don’t forget your excitement at every step of the process until a counter offer comes.? Where possible, discuss your situation with trusted colleagues or mentors. They may provide insights you hadn’t considered and help you make a more informed decision without the emotion of a Manager who is staring at the prospect of losing you.

Here’s a checklist of key aspects candidates should consider when evaluating a job offer or counter offer:

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Career Growth: Does the role provide opportunities for skill development, promotions, or career advancement aligned with your long-term goals?

Company Culture: Is the work environment supportive, collaborative, and aligned with your values? How does the company approach work-life balance, flexibility, and inclusivity?

Management Style: Does the management team’s style resonate with you? Consider whether their approach to feedback, support, and autonomy aligns with how you work best.

Job Responsibilities: Are the daily tasks and expectations clear, and do they excite you? Make sure the role aligns with your strengths and interests.

Work-Life Balance: Does the role offer the flexibility and balance you need for personal commitments and well-being?

Compensation and Benefits: Beyond salary, assess the total compensation package, including health benefits, retirement plans, and any other perks that matter to you.

Job Stability and Security: Consider the company’s financial health and industry standing. Will the role provide a stable, secure environment?

Team Dynamics: What’s the working style of the team, and do you feel you could work well with them? Evaluate whether the team culture will help you thrive.

Company Reputation: Research the company’s reputation in the industry. Is it known for valuing employees and promoting growth?

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Declining a job offer is not merely a transactional decision, and how you handle it is a reflection of your reputation.? Remember, the recruitment landscape is interconnected. As you navigate your career path, prioritise professionalism and relationships—these are the keys to long-term success in any field. Your career is a journey, and how you manage each step can make all the difference.? It’s completely acceptable to decline an offer – but how you decline it is immensely important.