Dear Abby

Dear Abby: Should You Stay, or Should You Go?

Dear Abby: I started a new job, I’ve only been here for a few months and I hate it! Do I need to stay for a year or when can I leave? #SPLITdecisions (😂)

Unfortunately, this happens more than you would think. I hear from candidates so much: “I don’t really like it, but I’ve committed to stay here a year and then look.” I don’t always agree with this, and here are a few reasons why…

Staying Unhappy Hurts Everyone

If you don’t love what you are doing, you generally are just “doing” the job instead of really performing and excelling in the position. You don’t want to spend a year of your life just waiting for it to end. You also want to make sure that you’re giving your employer the best of you and the best of your work—not just doing enough to complete tasks.

When you don’t enjoy what you are doing, it bleeds into your whole life. People can try as hard as they want to compartmentalize, but it inevitably seeps in. Spend your energy to grow every aspect!

Employers Value Honesty

I usually hear from employers that they would rather have someone leave sooner if they aren’t happy than after a year because it really takes someone 6-12 months to be fully trained, functioning, and adding value in their position. When a candidate leaves after a year, the employer has to start all over again.

Avoid the Resume Red Flags

Don’t make it a habit. I’m definitely NOT condoning using the first couple of months as a continuous trial period. Don’t have perpetual 6-month positions on your resume.

Make sure that you aren’t mistaking the learning curve for disliking the position. Ensure you’ve had the right communication with your manager and have done everything possible to make the job the right fit. Do your due diligence when accepting a position (I’ll post tips for this next week). When you’ve done all of this and it STILL turns out to be different than you hoped—get in the right situation. Be intentional and be diligent.

When to Make the Move

There will always be bumps in any job, things you don’t like, and days that feel hard. But if you spend every night dreading work the next day, it’s time to change your situation—for you and the company—whether it’s been a few weeks or a few years.

Have You Been in This Situation?

What did you do? How did it turn out?

Feel free to contact anyone on the Prospex Recruiting team; we’d love to discuss any of this with you!

• Whitney Jaques
• Zach Truman
• Maria Battista Foxley
• Talisha Jones
• Lauren Hedin
• Nicole Ehlers
• Bracken Higginson
• Amelia Graviet
• Maloree Johnson
• Josh Roberts

Dear Abby: I’m interviewing with a company and trying my best to do my due diligence – what can I do to make sure this is the right next step for me?!

Never take a job “just to take it”; take it because you feel it is the right fit (culturally, current responsibilities, and long-term growth) for you. I want the excitement for the new opportunity to outweigh any anxiousness from starting a new position. Here are a few tips to make the best choice for your career!

Understand the Company Culture

Get a good read on the culture. Try and speak with more than one person if you can. I always like to ask why the interviewer enjoys working there and really listen to what they say—any red flags? Do they have passion behind what they’re saying?

If you’re doing an in-person interview, pay attention to the employees as you’re walking through the office. Are they happy overall, enjoying each other and enjoying being there, or are they looking at you with pleading eyes that seem to be saying, “Get out while you still can!!”

Define Your Top Priorities

Take some time before applying or interviewing for positions and really hone in on the top 3 most important things you’re looking for in a new opportunity: commute, hybrid, management, having a good mentor, being a good mentor, working under a CPA, culture, work/life balance, industry, gaining certain experience, etc.

Only you know what you want in your next position. Define those and be intentional in your job search to find the position that hits those main drivers.

Use the Back Door Approach

Dial in on where you realistically want to be in the next 5-10 years. What does that look like? Back into where you are currently and what you are interviewing for. Does this new opportunity put you on the right path to get you where you want to go?

Ask Questions and Voice Concerns

Don’t be afraid to ask questions or express your concerns (tactfully) during the interview process. If a company has poor reviews, ask them about it. Give them the chance to speak to those.

If someone said something during an interview that didn’t resonate, ask them about it and get further clarity. Remember—you are interviewing them as much as they are you. Both parties (companies and candidates) want to find a good fit. It’s better to either flush this out or get reaffirmed during the interview process than to find out 3 weeks in that it’s not a good fit.

Trust Your Instincts

If something isn’t sitting right, there’s probably a reason. If you’re trying to convince yourself that it’s the right position, then it’s probably not.

“I mean, I can do the work… the position is fine… the people are nice…”—you aren’t excited about it. Wait and find something that aligns with your long-term goals! You want to feel so excited and confident that this is the right next step for you.

Partner with Prospex Recruiting Today!

There will always be some variability in a new position, but do what you can to feel as confident in the transition as possible. Grab a time with anyone at Prospex Recruiting to talk about your interviews and long-term goals more in-depth!

Reach out to us today or visit our website at https://www.hireprospex.com/ to explore our services and learn how we can help you.

Dear Abby: I have an offer on the table but my company is doing a HARD PRESS to keep me! I owe it to them to entertain it, right?!

Why Counteroffers Deserve Caution

I could hit on this subject for probably 6 posts but I’ll try and keep it brief (although brevity has never been my strength). I never want to get into a counter offer situation for 2 main reasons:

1. I want to make sure the position you get an offer from is one you are so excited for and feel like it is the right match that you aren’t even interested in a counteroffer – you are making an OPPORTUNITY move not just a MONEY move (yes – money is important but it shouldn’t be your only deciding factor).
2. If at any point you would entertain a counteroffer, try and have those conversations with your manager before another offer is even on the table. You can do this in a very non-threatening way: “I enjoy working here and am excited for my long-term progression and growth – I really want to get to [pay, responsibilities, job title, etc.], what do you feel I can do to get there and what can we put in place for me to continue my growth here?”

If your employer does something at that point to get you what you want – great! Stay there for a few years and start your search when it makes sense in the future. If they don’t do anything about it – you’ve essentially given them the chance to counter before you have something on the table and you know where you stand. They should do what it takes to keep you there prior to having an offer and not just react because they’re trying to cover themselves from losing you in the position.

Consider the Employer’s Perspective

On a side note – as an employer, if you continuously counter-offer when your team has a different offer, what message are you sending to the rest of the team? Make sure to have the regular conversations with your team, do what you can to provide the right environment for openness, learning and growth and if it’s time for someone to make the move, you know you’ve provided a great home while they’re there!

Connect with Prospex Recruiting Today!

What has your experience been with a counter offer? Love hearing from you!

Reach out to anyone on our Prospex Recruiting team to walk through your situation!

• Whitney Jaques
• Zach Truman
• Maria Battista Foxley
• Talisha Jones
• Lauren Hedin
• Nicole Ehlers
• Bracken Higginson
• Amelia Graviet
• Maloree Johnson
• Josh Roberts

DEAR ABBY: I haven’t interviewed in awhile. HELP! -OR- I’m getting interviews but not getting to the next round. HELP!

At Prospex Recruiting, we’re here to support you, whether it’s providing tips to ace an interview or helping you find your next career opportunity. Here are some great tips to help you prepare for an interview!

Research and Preparation Are Key

• Good research on the company and the job description to prepare relevant responses that highlight your skillset.
• Expand on answers – never give just a “yes” or “no” response – follow up with examples or experiences that relate to the question.
• Have examples about your experience prepared so that you can work them into your responses.
• Feel free to ask additional questions to clarify before responding so that you can provide an applicable response.

Focus on Presentation and Communication

• Wear proper dress attire for in person or virtual. If virtual, make sure they are in a well-lit area free from distractions.
• Feel free to ask additional questions to clarify before responding so you can provide thoughtful, relevant answers.

Questions to Ask the Interviewer

Good questions to ask:

• What are some key things you are looking for in this hire?
• What are your expectations for this position to accomplish in the first 3-6 months?
• What do you feel will make the person coming into the role most successful?

Sell Yourself Effectively

• Be assumptive using the words: us, we, the team, being a part of the company, etc.
• Always bring your responses back to how your experience will benefit the company and how what they are doing is something you are excited to learn. Don’t focus on the negative or uncomfortable too much – focus on what you can contribute.

Address Gaps and Close Strong

• If you fall short in an area, it is OK to respond with “I don’t have that experience, however at ABC Company I didn’t have experience doing SKILL but took extra time to self-study and figure it out and became the company expert on it. I am willing to learn whatever I need in order to become the best asset to the team.”
• At the end, ask if they have any hesitations, reservations, or concerns about their candidacy. This will help you to address and clarify anything that you can – last-ditch sales effort!
• If you are sincerely interested – ask for the position. “Thank you for your time today and I’m very impressed with you and the company. I would love the opportunity to come and work for you. What is your timeframe like on making your decision?”

Connect With Prospex Recruiting

Need more help? Reach out to anyone at Prospex Recruiting to talk through your interviews!

• Whitney Jaques
• Zach Truman
• Maria Battista Foxley
• Talisha Jones
• Lauren Hedin
• Nicole Ehlers
• Amelia Graviet
• Maloree Johnson
• Josh Roberts
• Bracken Higginson

💸 DEAR COMPANIES: PSA on why you shouldn’t low-ball a candidate in today’s market! Brought to you by the experts at Prospex Recruiting, dedicated to connecting your company with the perfect talent.

Why Low-Balling Candidates Can Backfire

💰 The candidate may accept, but they will be easily lured away by a higher compensation package. Even if they are happy in their role, money talks.

💰 A low offer may make the candidate feel undervalued from the start, leading to higher turnover.

💰 They may not deliver their best work due to feeling underappreciated.

💰 Your company’s reputation can take a hit. If employees feel undervalued, word spreads, damaging your ability to attract top talent.

💰 Interview time can be wasted with rejected offers. Even if an offer is accepted, candidates may continue interviewing with companies offering better compensation. If you know you can’t meet their expectations, it’s better to be upfront and avoid prolonging the process.

Strategies for Budget-Conscious Companies

If your company is cash-strapped or benefits are less competitive, consider adjusting expectations to attract high-potential talent. While they may not have the full “turn-key” experience, they can grow into the role while feeling valued and challenged.

Money isn’t everything, and some candidates are willing to take a pay decrease under the right circumstances. However, it’s crucial to set clear expectations early in the process. A low offer at the end of the process, when expectations haven’t been met, can leave a sour impression.

Creative Compensation Solutions

Occasionally, offering slightly lower pay can work if measurable, objective milestones are built into the offer. For example, after three months of meeting specific goals, compensation can be increased to their desired level. While this approach won’t work for every company or situation, it can be effective in certain cases.

How We Handle Compensation at Prospex Recruiting

At Prospex Recruiting, we ensure the compensation process runs smoothly. Before sending a candidate to a company, we align on their total compensation expectations (base, bonus, equity, insurance premiums, and other benefits). Throughout the process, we confirm these expectations to avoid any surprises and ensure both parties are on the same page.

We’d love to hear about your experiences, whether as a candidate or a company! Contact our team today to discover how we can support your hiring needs.