Understanding your rights to severance pay and how to advocate for yourself can ease the transition between jobs and protect your financial stability. If the idea of obtaining a severance package as a result of a layoff is unfamiliar, you’re not alone. Many professionals don’t realize they may be eligible or how to negotiate favorable terms. Here’s what you need to know.

What Is a Severance Package?

Severance pay is compensation provided by an employer when an employment relationship ends. Usually it is most commonly due to layoffs, workforce reductions, although it can be due to a mutual agreement. While usually given as a lump sum or continuation of salary for a set period, severance may also include extended health benefits, job placement assistance, or other perks to support your transition.

The amount of severance pay can be outlined in your employment contract or determined by factors such as:

• • Length of service

  • Position or hierarchy within the organization

  • Company policy or practice

  • Circumstances surrounding your departure

Remember, unless severance terms are specified in your contract, details are generally negotiable.

Am I Eligible for Severance?

Severance pay eligibility depends on various elements:

• • Many employers offer severance pay to W-2 employees impacted by company-wide layoffs, particularly when proper notice is not provided as required by the WARN Act (for larger layoffs).

  • Employees who retire early, accept voluntary separation packages, or have contracts explicitly promising severance may also qualify.

  • Typically, employees terminated “for cause” (such as for serious policy violations) are not eligible for a severance package.

  • Some companies choose to offer severance even if not required, aiming to foster goodwill or minimize the risk of legal claims after employment ends.

If you’re unsure about your eligibility or believe an employer is limiting your legal rights in exchange for severance pay, consult with a qualified attorney before signing any agreement.

How to Ask for Severance Pay

Approaching the conversation about severance pay can feel daunting, but preparation is key. Follow these steps:

• • Review your employment contract and company policies to identify any severance-related provisions.

  • Document your contributions and tenure to strengthen your case for a fair severance package.

  • Initiate a calm, professional conversation with HR or your manager. It is best to do this in writing or during a scheduled meeting.

  • Ask directly: “Is the company offering severance as part of this separation process?” Express appreciation for your time at the company, and state your interest in an amicable transition.

  • Negotiate terms: If an offer is made, don’t accept immediately. Review the package carefully. Consider asking for an increased payout, continued benefits, or extended support based on your experience and the circumstances.

  • Get any agreements in writing, and avoid signing before you fully understand the terms.

Remaining professional and open while advocating for yourself is essential. Most employers expect severance discussions—handling them professionally won’t burn bridges.

Finding an Attorney for Severance Pay Issues

If you encounter complex severance pay terms or feel pressured to sign away important rights, legal counsel can help. Look for attorneys who:

• • Specialize in employment law or severance negotiations.

  • Offer transparent consultation fees and references.

  • Have experience representing employees in your industry.

Start your search with reputable legal directories or state bar associations. Consulting an expert ensures your severance agreement protects your interests now and in the long term.

Final Thoughts

If you believe you qualify for severance pay, don’t hesitate to ask. Many companies plan for this cost but only provide severance pay to those who request it. Understanding your options can turn a challenging moment into a bridge to your next role.

Have questions or need guidance? Reach out to our team—we are here to support you.

The post How to Ask for Severance Pay appeared first on craresources.

Your Complete Guide to Bouncing Back

In today’s unpredictable economy, layoffs have sadly become a common reality. If you have recently lost your job, you are probably grappling with a whirlwind of emotions and questions about what comes next. Understanding how to handle getting laid off can make a tremendous difference in your confidence and future prospects.

Immediate Practical Steps After a Layoff

The first steps after being laid off are crucial for your security and peace of mind. Make sure to:

• Clarify severance and benefits: Confirm the details about your severance package, benefits continuation, and any owed compensation.

• Apply for unemployment: File for unemployment benefits right away to avoid gaps in your income.

• Review your finances: Assess your savings and monthly expenses so you know your financial runway.

Prioritize Self-Care: Addressing the Emotional Impact

Losing a job isn’t just a financial blow. It can also be emotionally distressing. Experiencing a wide range of feelings such as shock, denial, anger, or sadness is completely normal. Give yourself permission to process these emotions:

• Allow yourself time to grieve: You may go through the classic stages of grief: denial, anger, bargaining, depression, and acceptance. This process is entirely normal.

• Practice self-compassion: Remind yourself that being laid off is a common occurrence and not a reflection of your worth or ability.

• Seek support: Lean on friends, family, or a support group. Talking about your feelings can help lessen their weight.

• Maintain your well-being: Take care of your health with regular exercise, good nutrition, sleep, and activities that reduce stress.

Reframe the Situation: Your Career Is Still on Track

While losing a job can feel like a setback, it is important to recognize that a layoff is not a statement about your value or talent. Especially in today’s economy, job loss is more about business realities than employee performance. Use this as an opportunity to pause, reassess your goals, and chart your next move.

Don’t Burn Bridges: Stay Professional and Connected

You may be hurting, but maintaining your professionalism is key:

• Stay composed: Don’t take out your frustration on your employer or colleagues. Remember, you may want or need references and your professional reputation matters.

• Request references: Ask your manager or coworkers for references or written recommendations right away while your contributions are top of mind.

• Notify your network: Let trusted colleagues know that you are available and seeking new opportunities. Be honest, brief, and professional. You never know who can help or where the next lead will come from.

Reflect Your Layoff Honestly on Your Resume

There is no shame in being laid off, and honesty is always the best policy. On your resume, you can note the reason for leaving each role, for example: “Position eliminated due to company-wide layoff.” Recruiters and future employers understand the broader economic context, and transparency builds trust.

Should You Take Any Available Job or Wait for the Right One?

Big question…a perfect question. Many job seekers are forced to consider a career compromise. We go into depth on what to think about if faced with this choice in this article, but here are a few key considerations:

• Don’t rush into the wrong role: If possible, take the time to reflect on your next career move. Align your next position with your long-term goals.

• Consider temporary or consulting work: If you need income, consulting and contract work can keep your skills sharp and your resume active without sidetracking your career ambitions.

• If you must, be strategic: Don’t be concerned with gaps on your resume. Additionally, don’t worry about explaining the need to take a short-term role outside your usual scope. There are professional ways to explain this later. Should you need guidance on representing these moves on your resume, just reach out and we can help.

Establish a Smart Job Search Strategy

Once you’re ready, it’s time to get organized in your job search:

• Update your resume and LinkedIn profile: Clearly highlight your accomplishments and skills. Be honest but confident in your career narrative.

• Activate your network: Reach out to former colleagues, mentors, and industry groups.

• Set achievable goals: Dedicate specific time blocks for job searching, networking, and skill-building each day.

• Prepare for interviews: Practice your answers, especially when discussing your layoff. Focus on what you learned and how you’re ready for new challenges.

Consider Engaging a Career Coach

A layoff can be an excellent opportunity to reassess your skills and direction. Working with a career coach can help you:

• Clarify your goals: Figure out what you really want in this next chapter of your career.

• Polish your personal brand: Get professional advice on fine-tuning your resume, LinkedIn profile, and interviewing skills.

• Stay accountable: Coaches can provide support, structure, and motivation through your job hunt.

• Explore upskilling: A coach can help you identify areas for growth and recommend resources for upskilling or reskilling.

Remember: This Won’t Last Forever

No matter how discouraged you may feel today, remember: you will find a new job. Many have walked this path before. And often, a layoff positions you for an even better opportunity down the road.

Take care of yourself, leverage your network, and be strategic in your search. If you need help, don’t hesitate to reach out to our recruitment team, career coach, or mentor for guidance.

Above all, give yourself grace. You’re not alone in experiencing a layoff. And with each step forward, you are moving closer to a fresh start.

The post How to Handle Getting Laid Off appeared first on craresources.

You didn’t get the job. Someone else was chosen for the position you felt you were perfect for. 

Why?

Before you take it personally, realize this: even if you were a qualified candidate, there are many reasons why an employer might choose to hire someone else. So, in the spirit of self-reflection…and because you don’t want to burn any bridges with a passionate reaction…let’s consider why you were overlooked. 

Did You Really Want the Job? 

Or were you hoping to progress in your career? There is a big difference between searching for and obtaining a J.O.B. (I call this ‘Journey Over Broke’) versus seeking an opportunity that will progress your career. 

I understand that mortgages need to be made and kiddos need to go to college. But trust me, recruiters and hiring managers can typically sense if you aren’t passionate about the position. Not only will it become evident when reviewing your cover letter, resume, and application, but it will be clear through the energy you put off during correspondence.

So do some self-reflection…was the job something that excited you? If not, perhaps the hiring team sensed you were settling. And no hiring manager wants to onboard a team member who is settling…they want someone who wants the position. 

Did You Follow The Application Instructions? 

Sometimes applicants feel that to stand out from other candidates, they need to side-step the application process. 

Don’t do this. Even if you have a relationship with someone within the organization, you should still follow the application process…at least before you reach out to your contact. 

Here are some reasons why. 

Why Companies Use A Job Application Process

Even though job application systems seem like torture, companies use a formal job application process for several reasons. 

One primary reason is that the process ensures the information gathered from the applicants is consistent. All applicants’ essential information is maintained in one place, enabling hiring teams to compare candidate qualifications in a standard format. 

Another reason companies require candidates to submit details into an applicant system is to capture information necessary to prove compliance with discrimination and equal opportunity employment laws. 

And note this: most application systems require an electronic signature from the candidate confirming the information provided is verified as true and accurate. Why? Because lying on your resume isn’t illegal, but providing false information into a job application system and then verifying its accuracy via signature is. 

Why Candidates Should Follow The Application Instructions

Do you really want the hiring team’s first impression to be that you don’t follow directions? Candidates who follow the application process show respect for the company’s policies and procedures, and this is important when trying to impress your future manager. 

What you put into the applicant system also shows your ability to pay attention to details. It also shows how accurate you are when providing those details. 

I understand that the job application process requests similar information to what you provide in your resume, but remember the process is in place for a reason…with a key reason to see if you will adhere to it while effectively and accurately providing the details requested. 

Were They Unimpressed With Your Resume?

Maybe. I have seen some horrible resumes. I recently posted an image of a ‘fancily formatted’ resume gone wrong…it happens to more professionals than you think. 

When writing an effective resume you want to be more concerned with the content and your story than the formatting. But if you need help with the formatting, ask…don’t lose an opportunity because you can’t properly use bullets, tables, or navigate with tabs. 

In addition to paying attention to both resume content and formatting, did you tailor your CV for this particular job?  Did it highlight the soft and hard skills the job description identified as important? Did you speak to what you accomplished in each role? 

Attitude

Your body language and tone of voice are usually more highly considered than the answers you provide to questions. When you prepared for the interview, did you consider what attitude you wanted to portray? Seriously…did you think about the personality you wanted to present during the interview? 

Did you want to present yourself as a trainee? An equal? A coach or consultant? An expert? Alternatively, did you go in too confident because you were sure that you were overqualified (or at least more qualified than anyone else)?  

I recently had a Project Manager contact me asking if I could help her get a CRA position. She said it would be an easy sell. 

She was sure she was overqualified. But she flunked the CRA assessment because she wasn’t prepared. Therefore we didn’t represent her. 

Her overconfidence (ahem…arrogance) didn’t serve her at all. When navigating the job application process, remember that it is important to balance being confident without coming across as arrogant. 

Strive to come across as being excited about the position. Hiring managers want to hire candidates who want the job so be sure to project that attitude. Appear eager to learn new things. Show that you are excited to help the team solve problems and meet objectives.

Appearance

Were you dressed appropriately for the interview? The “right” answer may change depending on the company culture, level of interview, level of position, and many other variables.

Years ago my coach recommended I dress ‘like my client’. At the time, this seemed a logical approach but as I progressed in my career, I learned to dress ‘slightly better than my client.’ 

Why? Because I want to clearly represent what I believe my purpose to be: serve my client while providing expertise, consultation, and coaching.  Therefore, I dress in a way that doesn’t overpower their style but shows that I am buttoned up and at least as professional (if not more professional) than they are. 

To accomplish this, you need to know the company’s culture. The easiest way to know this is to ask your recruiter (or the person who scheduled the interview). 

But be careful. Several years ago, I scheduled a face-to-face with a candidate for one of our internal recruiting jobs. I told her that our team dressed casually so she could leave her business suit in the closet. 

She showed up in sweats and sneakers.  EEK!

So…if the recruiter tells you that the dress is casual, understand that ‘casual’ usually means ‘country club casual’. Dressing too casually will show your interviewer that you aren’t taking the interview seriously. Slightly overdressing is better as it will show the interviewer how important the position is to you. 

What If None Of the Above Apply? 

What if you feel your performance was perfect and you just do not understand why you didn’t get the job? 

Ask. 

But before you do, realize that not everyone will respond. However, don’t let that keep you from asking for feedback in the spirit of self-improvement. As you contact the hiring manager, your goal should be to create a comfortable environment so the hiring manager will speak freely. And because of this, I recommend you email the interviewer instead of calling. 

One thing to note…always be accountable for the outcome. It is easy to blame the recruiter, company, or interviewer. Don’t do this. Blaming someone else for the outcome is counterproductive to asking for feedback so that you can self-reflect (and hopefully grow as an individual or professional). 

Here is a great sample email to start with:  

Ms. Roberts, I appreciated speaking with you last Monday about the Senior Oncology CRA position your firm has available. I am quite disappointed to have not received an offer but I feel this rejection is an opportunity for me to better myself. 

So that I can improve my candidacy for future opportunities with your team, would you mind providing feedback? I realize you are busy but if you can give me two or three tips on how to either improve my interviewing technique or shore up my skills and knowledge, I would really appreciate it.  

Thank you for considering my request. I look forward to hearing from you soon. 

And When The Hiring Manager Responds…

Do not defend yourself. The reason most hiring managers don’t provide feedback is because candidates tend to ‘kill the messenger’. Be open to the feedback and thank the hiring manager for taking the time to respond. Close by reiterating that you would welcome another opportunity to join their team when something else becomes available. 

The hiring manager will be impressed. 

Have questions? Reach out and we will help where we can.

The post How To Ask Why You Didn’t Get The Job appeared first on craresources.

Is there a way to gracefully leave a position? Join us as we have a heartfelt (and emotional) discussion on how to resign gracefully.  

Yep – I said emotional. I share a personal situation that may bring different insights into the topic of resignation.  We address the four primary reasons team members decide to resign and things to consider before, during, and after handing in your notice. 

For example, when is leaving a job without notice okay? What steps should you take to gracefully give notice? And what if you need to leave a toxic environment or a company that doesn’t value your contributions? What (and how) should you communicate to your leadership? And how about your team? How do you bow out of your position without negatively impacting your coworkers? 

Join us in this week’s podcast as we discuss how to resign gracefully (and why it is important to do so).

Listen to Secrets of a CRA Recruiter on Your Favorite Channel! 

The post Roundtable: How to Resign Gracefully appeared first on craresources.

No more calls. No more texts. We are breaking up.

This industry is extremely small. The goal in every interaction should be to build a rapport…which will lead to a relationship…which will continue to grow your network. So in the spirit of networking,  let’s discuss how to decline a job offer without resulting in burnt bridges.

So in the effort of nurturing your network rather than burning bridges:

• Job Seekers – how do you gracefully decline a job offer?  In a way that keeps the hiring manager interested in you for future positions?
• Hiring Managers – how do you gracefully reject candidates?  In a way that will encourage these candidates to stay interested in you and your organization in the future?

This past newsletter is all about rejections. With the goal of discussing how to make a ‘not now’ statement while fostering a continued relationship, we have recorded a round table on the topic.  We hope you enjoy!

This month’s blog posts on rejection:

• For the Hiring Manager: Why You Should Send Rejection Letters
• For the Job Seeker:
  • Why You Should Decline a Counter Offer
  • Two Job Offers? How to Gracefully Decline One (or Both)

Listen to Secrets of a CRA Recruiter on:

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The post Podcast: How to Decline a Job Offer…the Secret of Rejections appeared first on craresources.

I once posted a back office job that received 773 applicants. It took me several days to review the submissions in order to come up with a short list of the candidates that I wanted to speak with. I conducted a quick email prequalification process with 65 of the candidates, a detailed phone interview with 16 of them, and scheduled face-to-face interviews with 5.  

My goodness I was overwhelmed and can state up front that sending rejection letters was the last thing on my mind while sorting through the applicants. 

We can all agree that the interview process is stressful for the job seeker. But the reality is that the overall hiring process can be just as stressful (and in some cases, maybe even more stressful) for the hiring manager. 

The Point of the Hiring Process

Of course, the ultimate goal of the hiring process is to fill open positions. But if your hiring team considers the hiring process to be complete once a candidate accepts an offer, you and your team’s viewpoint may be flawed. 

The reality? When done correctly, proper completion of the hiring process can enable your hiring team to accomplish much more than just hiring one or more new team members. As tough as it may be, it is critically important that you close the loop with the applicants you decided not to progress, so that you and your company can reap the rewards of the overall hiring process. 

Is it worth the effort? 

You may be thinking that your candidate pool is just too big to send a letter of rejection to so many unselected applicants. After all, who has that kind of time? 

But yes, it is worth the effort. Here’s why:

Letters of rejection will keep you out of trouble

Rejection letters will help protect your company against disgruntled candidates seeking to use loopholes in EEOC (Equal Employment Opportunity Commission) laws as grounds for legal action. Sending a letter of rejection will make it less possible for former candidates to say that they were treated unfairly or kept in the dark by your company. 

Along that thread of thought, you should consider sending rejection letters to all unselected candidates; not just those applicants progressed to an interview. This will show that you are treating all candidates equally, making it more difficult for a candidate to claim a case for discrimination or preferential treatment.

Action and non-action will both impact your company brand

Don’t let your silence do the talking. Non-action isn’t just a missed opportunity to build relationships and positively impact your company’s brand, it is also rude. 

Not closing the loop with candidates can have a negative impact on your company’s reputation in other ways. In today’s social media age, job seekers are likely to share their experiences online, so ensuring the applicant receives a well written and courteous letter of rejection is more important than ever.

Sending rejection letters will give your company a professional image. This action will also show candidates that your organization is well managed. Although candidates will be disappointed that they weren’t selected for the position, they will appreciate your reaching out to them to let them know your decision.

Candidate rejection letters will build a fan base of applicants for future positions

Remember, just because this candidate isn’t right for the position you are trying to fill now, they may be perfect for another position you currently have. Or perhaps they will be ideal at a later date. Because of our niche, we see this all the time whereby a CRA may not be a fit for one position, but excellent for a different client or different project.  

You and your hiring team should be leveraging the overall hiring process to build a network of candidates for future needs. Your rejected applicants will improve their skills and knowledge. They will gain additional therapeutic experiences or bridge their education. The last thing you want to do is permanently close a door when you don’t have to. And sending candidate rejection emails or letters can be a great way to leave a lasting positive impression on potential future team members.

It is the respectful thing to do

Sending rejection letters will show candidates that your company has genuine respect for people’s time and effort. Additionally, letting people know that they weren’t selected for the position will allow them to focus on other job seeking avenues. 

A high percentage of the candidates you interviewed will have spent extensive time preparing for those interviews. It is courteous to ensure each job seeker receives feedback after the interview instead of just silence. To further show your respect for the applicants’ time, you should send rejection letters promptly. Definitely be sure to send notifications out no later than two weeks after you’ve made your final hiring decision.

It may save you time in the long run

Think of the time and resources that will be wasted when three hundred applicants call every week (or every day) to check the status of their application. An easy way to streamline the process of sending letters of rejection is to break the candidates into groups.

All candidate pools are similar in that you will have applicants who are clearly not qualified, those you would like to interview, and those who progress past the initial interview into a final stage of the hiring process. Address each group differently. For example, consider sending a generic candidate rejection email to those who are clearly not qualified. In today’s technology age, you can automate sending this email once you have classified those candidates into the ‘not qualified’ bucket.  

Then, for those candidates who progressed to at least the interview stage, consider sending a rejection email or letter which is more tailored.

How to Write a Rejection Letter

Since we have established that the goal when sending out rejection letters is to demonstrate your organization as a future ‘employer of choice’ to the non-selected candidates, you will want to craft the rejection letters in a way that will afford your company a ‘last’ opportunity to build good will with those applicants. Therefore, when drafting your candidate rejection emails or letters, keep the following points in mind:

First Paragraph

You will always want to personalize the email or letter as much as possible. The simplest way to do this is by addressing the candidate by name and referring to the position for which they applied. It is also a great place to thank the candidate for their time and interest in the company. 

And…don’t drag it out. I agree with Sarah Carmichael from Harvard Business Review where she says that a quick ‘no’ is better than a drawn out ‘maybe.’ Tell the candidate in the first paragraph that you have decided to move forward with other candidates for the position. 

The first paragraph of a rejection letter may look something like this:

Dear <NAME>, 

I really appreciate your interest in our company as well as the <POSITION>. I enjoyed speaking with you on <DATE OF INTERVIEW> and wanted to thank you for the time you have spent with me and my leadership team.  However, while your qualifications were strong, I have decided to move forward with another candidate for this position. 

Second Paragraph

A second paragraph isn’t necessary for all candidates. However, there are two situations where adding a second paragraph makes sense. The first is where you were impressed with the candidate’s skills or just had a strong connection with the candidate and want to foster the rapport for future positions. The second is where a candidate went through several rounds of interviews with you and your team, and you want to show appreciation for their time.

In both cases, I would tell the candidate that you had a difficult time making the decision. And, if you feel the candidate may be a good fit in the future, you might want to provide constructive feedback.

However, be careful; make sure you focus on the objective qualities of the candidate as it compares to the job description. The second paragraph may look like this: 

<NAME>, I do want to note that the decision to progress other candidates in your place was a difficult one. My team was extremely impressed with your <list one or two skills or experiences>, however at this time we are looking for candidates with a stronger breadth and depth of experience in <therapeutic area, monitoring expertise, etc>.   

Final Paragraph

Outside of thanking the candidates again for their time and interest, be sure to wish them luck in their career search. Most importantly: if you truly feel they would be a great fit for your team / company / project, now is the time to tell them. Consider something like this as a final paragraph:

Thank you again for your time and interest; I do hope that you will consider applying for future positions with our company as I would love the opportunity to speak with you again. In the meantime, I wish you much success in obtaining your career objectives. 

Another option

If you feel the candidate may be a fit for a different role, consider closing the letter with a question in order to foster a continued dialogue. The final paragraph may look like this:

I do want to note that our company does have another available position which very strongly aligns with your <list one or more relevant skills>. I would really appreciate the opportunity to speak with you about this opportunity as I do feel you may be a strong fit for the team. You will find the job description for that position attached for your review; is this something you would be interested in discussing?

In conclusion: Important things to consider

Be careful

While you want to personalize the candidate rejection letters where it makes sense, you also want to keep them as short and simple as possible. You will want the letter to focus on objective facts…not subjective information such as “we didn’t think you were a fit…”. 

Also skip the fluff and don’t make excuses. Avoid going into too much detail by only including information essential to the candidate.

Be respectful and considerate

Remember that while this may be a simple candidate rejection letter to you, this letter will be an enormous disappointment to the person who receives it. Thank the candidate for their time, interest, and effort throughout the application and interview process.

Look at the bigger picture

Consider if the candidate would be a good fit for another position within the company or would be a good candidate to keep on file for future openings. If so, invite them to reapply in the future.

Come to an expert for help

Sorting through hundreds of applicants can be overwhelming, especially when filling a position is only one of your day-to-day operational tasks. Consider leveraging a team like ours that can be solely focused on the task, freeing you up to do what you do best – managing clinical studies.  

The post Why You Should Send Rejection Letters appeared first on craresources.

Who doesn’t want to have to pick between two job offers? Celebrate…pat yourself on the back. Then dig into the dilemma of making a decision.  

If you have ever been fortunate enough to be in the situation where two or more companies have presented you with a job offer, then you know that choosing between two job offers can be overwhelming, and quite honestly, difficult. 

Before Moving Forward with a Decision…

Have the written job offers in hand. This goes for perm positions where you should expect a written position offer as well as contract positions where you should expect a contract.  

Verbal offers are great, aren’t they?  Often companies will present a verbal offer to test the candidate’s enthusiasm and potential acceptance before processing the paperwork for a more formal offer.  With that being said, if you have received more than one verbal offer…or…have a written offer as well as a verbal one…or…maybe have a verbal offer and are hoping for another, you may want to wait for the paperwork for all job offers before you get too serious about making a decision.  

Upon the receipt of a verbal offer, be sure to thank the hiring manager (enthusiastically) and ask when you can expect to receive a written offer or contract for review.  Showing enthusiasm and expressing your interest isn’t an acceptance, and waiting for a written offer or contract will enable you to step back and truly assess which offer (if either) is best for you.

You are Always One Decision Away From a Totally Different Life

Mel Robbins was right when he said this….So take your time

Be honest with the individual presenting the job offer. It is okay to tell the recruiter or hiring manager that you have another offer or that you have another interview booked and would like to complete it prior to making a final decision.  

If the company is one that supports its team members, they will appreciate your openness. They may not be able to give you the time requested, but nine times out of ten they will honor your request for additional time to make a decision.   

Ensure you Have Gathered the Data Needed to Make a Decision

This actually starts at the interview stage. While the company is interviewing you, don’t forget that you are also interviewing them. Make sure you have gathered the data needed during the interview to make choosing between two job offers easier.  Are you clear on the role and position expectations? Compensation? Team dynamics? Company culture? Career growth opportunities? Support from management? 

Compare and Examine Everything

Most candidates will make their decision based solely on the compensation; however choosing a position based solely on its monetary detail is likely to lead to regrets. 

Instead, when comparing the job offers, be sure to take a holistic approach as there are many other things to consider before accepting one of the two job offers. First off? Know yourself. Are you clear on both your short and long term goals? What are your priorities? What do you want…what do you need? Then, make a Pro/Con list so your decision can be well examined.  Here are some things to consider:

Opportunities for Career Development

Are you interested in learning a new skill or progressing in your current career? You should think about your future goals and decide which job will put you in a better position to achieve them. Perhaps a position where you will be paid less but gain hands-on experience in the field you’re most interested in is more valuable to you long term. 

Team Dynamics

If you have ever worked in a toxic environment, you understand how important cultural fit is. Even if you believe in the company and its mission, you won’t be able to be effective long term in a septic situation.  Finding a supportive group of people who make you feel comfortable yet empowered is key. As you evaluate each opportunity, consider the team you will be working with and the management you will be working for. Do they strike you as the kind of people who will inspire as well as support you to reach your career goals? 

Not sure? Ask the hiring manager if he/she will arrange a meeting with one or more of the team members.  Do a ‘backwards’ reference, speaking with potential future colleagues in order to better understand the team dynamics and company culture.

Balance

When I first started working with IBM, the commute was 50 miles one way. I was so excited to work with the company that I didn’t complain. And to avoid traffic, I would leave the house at 5:45 AM each morning. After several years, I couldn’t stand the wasted ten hours a week and started considering other options. Thank goodness they offered me the opportunity to work from home! 

Does the company offer flexible work hours or an opportunity to telecommute (if that is important to you)? Alternatively, are you interested in the company 50 miles away but just can’t commit to the daily commute long term?  Are you open to relocation…but would truly prefer to stay where you are? Factoring how the position will balance with your personal life is critically important.  

Stability of the Company

Do your research and make sure you feel comfortable that the offer you accept will put you into a stable, long term situation with a company that has a clear growth strategy.

Benefit Package

Of course, money is always going to be an important factor when choosing between two job offers. But always remember that it is only one factor. Also, don’t underestimate the non-monetary aspects of the two job offers.  Do your offering companies provide health insurance benefits? How about matching 401K contributions? What type of paid time off do they offer? For a proper comparison, you must evaluate how important these benefits are to you. The company that offers a slightly lower base compensation but presents these benefit options may better fit your lifestyle.

How do you Gracefully Decline One (or Both) of the Job Offers?

Congratulations! Now that you have decided which job offer you are accepting, how do you gracefully decline one of them? What if you decide that neither align with your goals and priorities and want to decline both?  

Do not Procrastinate Relaying your Decision

Once you have made your decision, be sure to respond promptly. Of course having this discussion will likely be uncomfortable, but you need to think about the situation the Hiring Manager is in. The company has a need to fill, therefore the Hiring Manager will need to extend your declined offer to someone else. The net – don’t upset the process.

Be Considerate in How you Deliver Your Decision

Show appreciation for the offer by graciously thanking the Hiring Manager and her team for their time. Interviewing is a time-consuming process, both for the hiring team as well as the candidate. So be sure to relate your gratitude for the time they spent with you.

If you learned anything new throughout the interview process, now is a perfect time to share that new-found knowledge. It could be new information on the company, the team, or even the interview process in general. Not only will this signal to the hiring manager that you took the process (and offer) seriously, but it will also keep a door open for future consideration. After all, isn’t keeping a door open the point? 

Timing is everything. Maybe it is the right company but wrong timing. Or right company and wrong position. Or the right hiring manager but the wrong company (you get my point).  Being gracious and showing what you have learned are terrific ways to foster rapport, thus encouraging a future relationship.

Tell the Hiring Manager Why You are Declining the Job Offer

It isn’t okay to just state that you are declining the job offer; especially in light of the fact that you want to keep that networking door open instead of burning bridges. 

Be transparent as to the reason for your decision…without providing inappropriate or unnecessary detail. Always start with terms like “Regrettably…”, “Unfortunately…”, “After much thought…” or something along those lines. It is a small industry and the Hiring Manager at this company may be the Hiring Manager at a different company in the future. Heck, you could be her manager someday! Being transparent will enable you to build a rapport that will last.

I also want to note that many companies don’t know if their offers aren’t competitive. Said differently, they may have ‘low balled’ an offer to you without realizing it. If the offer you have decided to accept has a significantly better compensation package, tell the hiring manager. That tangible feedback can be extremely beneficial to the company as they work to attract top talent. 

If you have decided to decline this position for one which better aligns with your current career goals and interests, it is certainly okay to explain that to the hiring manager too. This is even more important if everything else fits…the company’s mission, the culture, the team atmosphere, the balance, etc.  After all, perhaps a different, better fitting role will become available in the future.  

Show You Care 

Remember to wish the Hiring Manager and the company continued success. Politely and professionally answer any questions the Hiring Manager asks while maintaining a positive tone. You certainly want to make sure you decline the job offer without offending the company.

Put it in Writing

While we certainly encourage you to have a discussion with the offering manager, coupling that with a ‘per our discussion’ or ‘per my voicemail’ email shows your professionalism, follow through, and thoroughness.  Wondering how to decline a job offer via email? Here are a couple quick email examples:

Example 1

Dear <name of the person who presented the offer>,

Thank you very much for offering me the position of <position> at <company>. I am honored that you and your organization have found interest in me.

While I firmly believe in the mission of your company and appreciate the challenging and generous opportunity you have offered, I feel this offer doesn’t align with my current career goals and aspirations in terms of <explain>. 

I have received another offer which I believe more closely aligns with my goals and interests and while this has been a difficult decision for me, I have decided to accept their offer.

I have appreciated the time you and your team have spent with me. I wish you and your company much future success and do hope our paths will cross again.

Sincerely,

<your name>

Example 2

Dear <name of the person who presented the offer>,

Thank you for the exciting offer to work as a <position> at <company>. I have enjoyed learning more about the company, your team, and the role. 

Unfortunately, after much thought, I have decided to decline this opportunity. I have received another offer with <insert what the other offer has that this one doesn’t, such as better pay, more flexibility, different role, etc>. While I am extremely interested in <company>, I just don’t feel that I can refuse the other opportunity because <reiterate the reason(s) already listed>. 

I truly appreciate the offer and am grateful to have met you and your team. I wish you much success in finding the right candidate for the position.

Sincerely,

<your name>

It Can Be a Tricky Dance

Choosing between two job offers can be complicated, especially if it’s hard to find fault in either. Additionally, declining a job offer can be a tricky dance as you don’t want to permanently close any doors.  

Your next position is waiting for you. While you are searching, consider using craresources to help. We can coach you throughout the entire qualification process – up to and including either the acceptance or declination of the position.  

Check out our article 5 Successful Career Growth Strategies for more helpful info. You can also opt into our email marketing campaign for further support. We look forward to working with you.

The post Two Job Offers? How to Gracefully Decline One (or Both) appeared first on craresources.

I was fired once.  When I worked for IBM, I was a project executive for a large client. The senior project executive and I butted heads over how to deal with them…and he decided to remove me from the project.  AKA – I was let go from the project and had no idea how to recover from being fired.  

It broke my heart.  

I was embarrassed. But I was also humbled. As most people do in my situation, I felt powerless and angry. Oh…and I felt grief. After all, I had put my heart and soul into supporting that client and was stunned at being released. How could they go on without me? (Did I mention I felt humbled?)

While getting fired from a job will always result in a sudden life change, it is important to be thoughtful of your next steps. For me? I was assigned to a new project within IBM and within a short time was promoted, so I guess you can say that I landed on my feet.  So what did I do to recover from getting fired?

Keep Calm and Carry On

I was in a town board meeting one night when one of the commissioners made a motion to fire the town secretary.  Another commissioner quickly seconded the motion and the vote commenced. Her termination was not only effective immediately, but she was in the room when it happened.  

Taking notes. 

I cringed in my seat as everyone in the boardroom gazed at the town secretary. What she did was impressive…she kept on doing her job.  There was no drama or outburst…just a continuation of note-taking.  

I wasn’t the only one in the room impressed and she had another position offered to her before she left the town hall that night.  

Ask why 

Staying calm is important because this will enable you to ask questions. You have the right to seek clarity as to why you are being let go. Be sure to be analytical, asking for the details behind the decision.

I would also note that it is important to understand that the decision to terminate you may have more to do with the company and less to do with you. Perhaps it was a cultural misfit or there were creative differences between you and your supervisor. Understanding the actual reasons that led to your termination will provide you with the details you need to grow (individually and professionally) as well as guide you in future career choices. 

If your release isn’t related to your performance but other things like budget cuts, downsizing, or cultural fit, consider asking if there are other opportunities for you to consider within the company.

Leave gracefully

Several years ago I was witness to someone getting fired from a job when he picked up the phone and threw it against the wall. 

Do not do this. 

Don’t shout. Don’t storm out. Don’t threaten or otherwise become combative. You will be emotional, but maintain your professionalism. If this employer sees you in a positive light during this extremely charged situation, they may consider you for other future positions. Also remember this is a small and tight-knit industry, and it is therefore highly likely your current supervisor will move onto another company at some point. This is a time to impress your supervisor with your professional and thoughtful reaction – translate this advice into “Don’t burn your bridges”.  

Another thing to consider: if you make it clear that you want to learn from the situation and leave on a good note, this supervisor may be willing to offer a positive reference to a future potential employer. And don’t forget to thank your supervisor for his/her time as well as the valuable experience you gained while working with the company.  

Once you have left, do not blast your previous supervisor or company on social media. You can’t take it back once it is out there and the impression it will leave on others about you will not be positive. 

Don’t defend yourself – even to yourself  

Instead, analyze (and then analyze some more).

Getting fired can be an opportunity for growth, but only if you own your termination. Even if the termination was a result of something besides your performance, use this experience to assess, improve, and learn.

If it was due to your performance, take some time to evaluate your strengths and weaknesses. Most would offer that you need to focus on improving your weaknesses, and while I don’t disagree theoretically, I feel it is more important to be aware of, improve, and leverage your strengths. Your strengths come naturally to you; therefore, not only are you more likely to enjoy performing those tasks, but you are also more likely to naturally perform them in a competent way. Alternatively, you will be less likely to excel in tasks you don’t enjoy, so consider what you did and didn’t enjoy about your previous position.  

Understanding your strengths will also help you better define your career path as you can select roles based on tasks in which you know you perform well. After you have assessed your strengths, then come up with a plan to address your weaknesses while leaning into your strengths to be successful in your next role.

I would also note that performing this analysis will help you answer the “Why should we hire you” question during your next interview. 

If you were released due to the ‘other’ things such as cultural fit or downsizing, spend some time considering what type of company you want to work with next. What type of company culture will fit your work style best? Are the companies you are considering working with growing, remaining static, or reducing in size? Consider if these companies are conducting studies that are of interest to you. Do these companies offer you the ability to grow your career?  

Own your next career choice…do not allow getting fired from a job to keep you from being in control of your next move. 

Branding Yourself After Getting Fired

Update your resume.

Refresh your LinkedIn.

Do not stretch the dates of other positions to hide getting fired. 

I would much prefer to represent someone who will own their mistakes than someone who hides them. Professionals who own their mistakes learn from them. And being able to discuss what you learned from getting fired is how you brand yourself.

So What’s Next? 

Gather references. Always, always, always have relevant and recent references available who are able and willing to speak to your capabilities. 

Begin to search for new positions. But be picky. 

And, practice your interview skills.

Future employers will ask why you left your last position; therefore, be prepared to gracefully talk about your termination. It seems simple, but folks rarely start by practicing the honest answer to the question: Why did you leave your last position? 

You will want to maintain a high level of professionalism when you answer the inevitable question.  Stay calm, do not gossip, and keep the discussion to the actual topics. This will show how you respond to a difficult situation. 

Additionally, be accountable. Take responsibility where it makes sense to without making excuses.  Be sure to discuss what you learned from the termination, including how this action will help you become a better team member for this particular position. This line of discussion will naturally answer the “Why should we hire you” question without your interviewer even asking it.

Something most won’t tell you is to be mindful of body language. Do not let your interviewer feel you are hiding something. Maintain eye contact, do not squirm, and keep an open body position. Be prepared for questions related to how you will not repeat the same error in a future position. 

Finally, Give Yourself a Break

You may grieve over the loss of your job or assignment.  I did. And you know what? Even after my ego stepped up I realized that it was okay to be upset…so give yourself a break. Finding ways to get over this surprising life change is a healthy way to deal with getting fired. 

Find an Agency to Support You

Branding yourself after getting fired from a job can be tricky. We can help you overcome the stigma of being released from a previous position.  Be open about your situation and let us know how we can help.

The post How to Recover from Being Fired appeared first on craresources.

The termination was a surprise to the team member. Firing someone should be a formal, deliberate process. Verbal and written warnings should be administered, progress checks should be implemented, and a plan for improvement should be agreed upon. Firing people should be the last resort.

You (the Hiring Manager) were not prepared. Have data to support your decision to let someone go. Be able to give them direct evidence as to why their performance led to the situation.

You allow back-and-forth discussion.  Don’t let the employee drag you into a conversation. Once you state your decision clearly and provide your data evidence to support it, there should be nothing else to discuss. You are the boss. Chances are that the employee will be upset, so don’t let them take control of the conversation.

You wait until Friday to do it. Firing someone on a Friday might seem like a good idea, but it really isn’t. The terminated employee will spend all weekend stewing over what happened and growing more frustrated with the situation. An employee let go on a Monday will be upset, but they will be able to wake up the next morning and start their job search.

You sugar-coated the truth. You’re not dealing with a small, fragile child. You’re dealing with a professional adult and they deserve to be treated as such. If the person is being let go because of unsatisfactory performance, then tell them that! Don’t tell the employee that they’re being let go because of “downsizing” if it’s untrue; lying to them about their performance isn’t going to do them any favors.

You forget to provide important severance information.  Most hiring managers don’t realize that the meeting during which they terminate someone might very well be the last time they see that person. Make sure you close the conversation with information they will need moving forward, such as when they will receive their last paycheck, unemployment options, and insurance benefit information.

Firing an employee is hard, but planning ahead, avoiding certain situations, and remaining in control of the conversation will help you avoid unnecessary complications.

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com

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• Rejection letters give your company a professional image and show candidates that your organization is well managed. Although candidates will be disappointed that they weren’t selected for the position, they will appreciate your reaching out to them and making them aware of your hiring decisions.
• In addition to showing your company’s professionalism, rejection letters show candidates that your company has genuine respect for people’s time and effort. Letting people know that they weren’t selected for the position will allow them to focus on other avenues of employment. To further show your respect of candidates’ time, rejection letters should be sent no later than two weeks after you’ve made your final hiring decision.
• Rejection letters will help to protect your company against disgruntled candidates seeking to use loopholes in EEOC laws as grounds for legal action. Sending a rejection letter will make it impossible for former candidates to say that they were treated unfairly or kept in the dark by your company. Another way to protect your company in regards to rejections letters is by sending them to all unselected candidates. This will show that you are treating all candidates fairly and make it hard for a candidate to make a case for preferential treatment.

Keep in mind that candidates will be disappointed and frustrated when they receive the letter, especially if they’ve been looking for a job for a long time. Let them down as easily as possible. Thank them for their time, acknowledge the skills they bring to the table, and invite them to reapply for this position or another position within the company at a future date. Remember, just because this candidate isn’t right for the position you are trying to fill now, they may be perfect for this or another position at a later date; the last thing you want to do is burn bridges.

You may be thinking that your candidate pool is just too big to send rejection letters to so many unselected applicants. After all, who has that kind of time? It’s better to see it this way: think of the time and resources that will be wasted when three hundred applicants call every day for a month to check the status of their application. An easy way to expedite the process is to have a generic rejection letter template and personalize just the name of the candidate.

Letting people down can be tough for a hiring manager, but it is an essential part of the job. Sending rejection letters is an easy way to communicate not only your final hiring decision, but the respect you have for all candidates’ time and consideration.

Written by Katie Fidler

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com

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Are you ever involved with the hiring process? If so, sign up for our Hiring Manager email course which focuses on how to attract and hire the highest quality candidates.

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