You've Been Offered the Job - What Now?

You’ve just received that long-awaited phone call or email offering you the job – and the feeling of accomplishment and excitement will no doubt wash over you, as you envision yourself thriving in your new position and share the news with family and friends. The news of a job offer is certainly one worth celebrating, especially if the process has been particularly long-winded or time-consuming, but the jubilations are just part of what’s involved in making a smooth transition from your current role to a new one.

Taking a momentary step back and some time to prepare for this transition phase is important, especially as there are key milestones and activities to take care of before you embark on day one of the new role.

Review The Offer In Detail

In most cases, an offer of employment is delivered via a phone call, or video and is classed as a ‘verbal offer’. And, whilst you may feel you need to give an immediate response when discussing the role face to face, it may be prudent to say thank you, indicate you are excited about the proposition, and ask when the firm would like a response by.

You will need some time to review the offer of employment in full, especially as the intricacies and any T&Cs will be sent via a more formal written document for you to review.

The ‘written offer’ should detail things such as salary, benefits including holiday entitlement, bonuses and working arrangements. If anything is missing or you need clarity, don’t be afraid of reaching back out to the contact at the firm to ask for this information.

Communicate With Your Legal Recruiter

If you have used the services of a recruitment agency in the process of looking for a new role, you will find that offer management is one of the key areas where this relationship will really pay off. At this point, your recruiter will have a good idea of your non-negotiables concerning things like remuneration, benefits package, and preferred working arrangements. Good recruiters will also have conducted a deep dive at the start of the process into what career progression looks like in the medium- and long-term, and the credentials of an employer that are a good fit with you culturally.

It may be that the recruiter is the one that communicates the offer with you directly – but either way, talking it over, comparing what the T&Cs look like compared to your initial requirements is always easier when you have a specialist to talk through options of what happens next – whether that’s acceptance, reject, or entering into negotiations.

Recruitment Process Pipeline – Closing Things Off

After a review of the offer and any necessary negotiation, if you have reached the exciting decision to accept, it’s best practice to inform any other recruiters or contacts at law firms you are interviewing with that you are duly pulling out of the recruitment process with themselves.

It shouldn’t have to take up too much of your time, but a simple email or call advising that you have accepted an offer elsewhere will suffice and means that everyone is kept in the loop in the spirit of transparency and good manners.

You may also at this stage wish to review any live CV’s you have with things like job boards online, or switch off your ‘open to work’ banner on LinkedIn – if nothing else than to avoid being contacted about other roles in this period as you focus on the one in question.

That being said, it is wise to avoid changing your actual job status online until you have started with your new employer.

Giving Your Notice & Handline Your Current Employer

On the subject of notice periods…should it be applicable to you, they are an aspect of your exit process that you can’t afford to neglect, as you will likely still have obligations to fulfil and a job to do in ensuring you leave a lasting (good) impression on colleagues and managers. Some mutual respect and diplomacy on your part should help avoid a tricky situation and a messy end to your time there. The following tips can help to manage the responsibilities involved in the process:

• Be respectful when giving your notice. A long list of your employer’s shortcomings will do nothing to make your exit process easier and will burn bridges faster than you can say ‘gasoline’. Have a face-to-face conversation with your direct manager first before relaying the news to anyone else, outlining what has led to your decision to leave and the finer details involved in their leaver process, before following up in writing. Help prepare for your departure through a thorough handover. Giving clear and detailed instructions on where and how best to pick up from where you left off, even on caseloads or projects that are ongoing will go a long way in demonstrating your professionalism to your employer and will make the transition smoother for your successor. Your workload may decrease as you hand over cases and cease to take on new ones. However, under no circumstances should you slack off. You didn’t start your time with the firm that way, so don’t end it that way.

Remember, the legal industry is tightly connected, and the last thing you want reaching your employer’s ears is any unsavoury news about them or the firm.

Counteroffers: What To Do If One Is On The Table?

Receiving a counteroffer from your current employer may seem like a dream come true. You hand in your notice and then the managing partners at your firm offer you a pay rise and a host of concessions that you had only dreamed about until now. Wonderful! No need to move after all.

Unfortunately, counteroffers are not the solution they often appear to be at first, and yet, statistics show that only 5% of all counteroffers are declined. Considering firms are doing everything they can to hold onto talent, rather than replace it, in a market filled with uncertainty, is a counteroffer really the answer to your prayers?

Only you can answer that. Think long and hard before accepting a counteroffer. Will this counteroffer help you achieve your personal or professional goals? Will it remove the doubts you had about your future with the firm? Will extra cash in the pay packet compensate for an unhelpful culture and work environment or the lack of time available for the family for most of the week? If your answers to these questions are not hard and fast ‘Yeses’, politely declining the offer may be better.

Preparing For Your Next Challenge – Rest And Reset

In addition to the practical aspects of the preparation you’ll likely already have done for day one of your new job, getting yourself in the right frame of mind in order to hit the ground running is also crucial. Whether you take some time off for a holiday or just use a weekend between roles to recharge, allow yourself time to mentally disengage from your previous job. If you’re struggling to settle the nerves, reflecting on any work highlights of your previous role, and how this has helped to make you the successful candidate can be a good confidence booster. Arriving with a positive, can-do attitude can and will make all the difference to your first day and beyond.

The Best Job Offer? The One That’s Best For You

Ultimately, the best job offer is one that meets your needs – and it is likely that you had a list of requirements (including non-negotiables) when you started the process. How does the offer compare?

Is the remuneration package in line with what you were looking for? Does the role allow you to work three days a week? Can you work from home or from a regional office, rather than a central HQ if that was your preference? You are in the best position to answer those questions and find the right path for you, yet a?specialist legal recruiter ?could be the guide you need to get you there.

So, if you’re struggling to get the offers you want, need some guidance around offer negotiation, or have rejected the offer on the table and are starting the process again – we can help.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.