Should Candidates Wait On A Job Offer, Or Keep Searching?

“𝙃𝙚 𝙬𝙖𝙡𝙠𝙚𝙙 𝙖𝙬𝙖𝙮 𝙛𝙧𝙤𝙢 𝙩𝙝𝙚 𝙤𝙛𝙛𝙚𝙧. 𝙏𝙝𝙚𝙣 𝙩𝙝𝙚 𝙘𝙤𝙢𝙥𝙖𝙣𝙮 𝙘𝙖𝙡𝙡𝙚𝙙 𝙗𝙖𝙘𝙠—𝙬𝙞𝙩𝙝 $𝟭𝟴𝙆 𝙢𝙤𝙧𝙚 𝙖𝙣𝙙 𝙗𝙚𝙩𝙩𝙚𝙧 𝙗𝙚𝙣𝙚𝙛𝙞𝙩𝙨. 𝙒𝙝𝙖𝙩 𝙘𝙝𝙖𝙣𝙜𝙚𝙙?”

You know what my client did? He got into a negotiation battle between 2 companies. And this happens everyday to everyday people. Why can’t you squeeze some more green juice? Which leads me to an age-old argument as to whether candidates should wait on a job offer, or keep searching?

Short answer? No. Never stop until you officially sign the dotted line and head into day 1.

I always wondered when candidates asked me if they should keep applying while “waiting on an offer” back in my recruiting days! Needless to say, I motivated them plenty to keep all options open until the ink is dry by attending interviews and networking, even if you’re employed. Act on those butterflies in your belly and drive towards setting up a strategic job hunt.

And please be empathetic towards staffers…

Boiling it down, think about your situation from the hiring manager’s point of view. He or she has to be pulled aside from their day-to-day at the end of the workday to review resumes and fill an open requisition. An open requisition that is either costing them money or not making them money by leaving it vacant. When they find an ideal candidate, sometimes it’s more of a cultural fit if they know they can train someone rather quickly. So trust that if it’s supposed to happen, it will. If not, keep looking for opportunities in this new space.

The hiring process is selective for a reason — it’s time-consuming and costs a lot of money and resources from sourcing, recruiting, and interviewing to background checks, reference checks, drug tests, and finally training. A lot is involved so it’s crucial they get it right. That means, showing them you care about their time. And their money! Show them you offer this value that they can use in this open requisition. Why is it open? What pains do they have because it’s open? Once you can hone in on that, you can start to massage in key-value- and accomplishments-based content that makes your resume and emails pop and motivates these decision-makers to invite you in on an interview. Be pragmatic and don’t ask. Offer more than want. Rather than asking people to help you get a job resume, ask them how can you be a better candidate? How can you improve? And what knowledge do you offer to help them out to reciprocate?

I strongly believe in the importance of continuous learning and exploration, even if you’re satisfied in your current position. Businesses prioritize their needs, and so should you. Never stop seeking opportunities that can help you grow and fulfill your career goals.

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