To do well at the interview you will need to convince the interviewer you are technically qualified to do the job. You will also need to show that you are sufficiently motivated to get the job done well and that you will fit in with the company’s organisational structure and the team in which you will work.
You should dress smartly for the interview and should leave home earlier than you need to on the day of the interview – you may be delayed by traffic or for other reasons. Be courteous to all employees of the company. At the interview itself you must be positive about yourself and your abilities – but do not waffle.
Timing – When to Resign
Once you’ve been advised of your new job offer in writing, and you have accepted, you’re ready to advise your current employer of your intention to resign. You should already be clear on the required notice period, as you would have needed to know this to negotiate your start date for your new job (if unsure, refer to your employment contract or ask your HR department). You should then provide your resignation as soon as possible. Your employer will often appreciate being given the additional notice. Depending on the circumstances of your contract, you may be able to negotiate a shorter notice period but you should always assume you will be asked to work your full notice period.
Your immediate supervisor or manager should be the first to know about your intention to resign, and should be the person you conduct your resignation meeting with. It is never appropriate to advise colleagues, peers or senior management of your intention to resign, before your immediate manager. If you are uncomfortable or nervous about resigning, ask for guidance from your HR department, close family or friends, or your recruitment consultant – not your colleagues. Never underestimate the office grapevine.
The resignation meeting
Arranging a face-to-face meeting with your manager is always a better approach than simply sending them an email or letter. Prepare in advance how you intend to advise them of your decision, and stick to it. Use your written resignation letter, which you should hand to your manager during this meeting, as a guide. You should expect a reaction from your manager, particularly if you’ve not discussed the possibility of resigning with them before. If the situation becomes emotional, stick to your prepared notes. Focus on being as professional and as composed as possible, and try not to take any defensive behaviour personally. Remember, this may come as a shock to your manager. Your manager may wish to know the specific details of your new situation, which you may not wish to disclose. Don’t be obstructive, but make it clear that the purpose of the meeting if for you to submit your resignation. Avoid getting into lengthy discussions. Emphasise the positives about your current position and company rather than dwell on any negatives. Always try to leave the meeting on a good note. At the end of your resignation meeting, you should ask your manager/supervisor how they wish to communicate your resignation to others, and if they are comfortable with you advising directly. Don’t assume that once you have conducted your meeting and formally handed in your notice, that it’s ok to spread the word. Only when your resignation has been made public knowledge through the appropriate channels, or if your manager has approved you telling others, should you begin to discuss your resignation with your colleagues.
It may be that your manager presents you with a counter-offer during or following your resignation meeting. While flattering, these should always be approached with caution. Research has shown that up to 80% of employees who accept a counter-offer leave within the next 6 months, proving that the situation doesn’t always improve just because your salary does. If you’d like to consider the offer, you should tell your manager you need at least 24 hours to make a decision. Over this time you should review your reasons for wanting to leave in the first place and if these will genuinely be resolved by accepting a counter-offer. You should also consider the reasons the counter-offer is being made. While initially it may seem that your employer is taking care of you with a promotion or increased salary, you should also ask yourself why it took your resignation for this to be offered. More money now may be taken of your next pay increase. If the issues are related to your company culture, it will be extremely difficult for your managers to make the changes that may have been promised to you. Advise your consultant of the situation, as they will also be able to provide you with some advice on the value of the offer. It is also important to remember that you have already accepted an offer from your new employer. Reputation is everything in business, so understand the impact of withdrawing your acceptance will have on your new employer and also your future career.
The written resignation
Your written notice should be short, polite and to the point. Confirm your intention to leave, refer to the date of your discussion with your manager and the day you intend to finish work. You do not have to detail why you are leaving or where you are going. Your resignation letter is not the time to vent and detail what you didn’t like about your current position. It’s never appropriate to make personal attacks on colleagues or management in a resignation letter. Remember, you are likely to need a referee in the future, so don’t burn your bridges. You can refer to the below as an example of a simple resignation letter.
During your notice period
Some people assume that their responsibility to their current employer ends once they have resigned, and they can spend their notice period taking it easy, using up their sick leave and having long lunches. Think again. How you behave in the weeks leading up to your employer can have a bearing on your future references, and will leave an unpleasant lasting impression of you. Remember, you are still being paid and contracted to perform your job to the best of your ability until you leave. Make it as easy as possible for your colleagues by completing outstanding tasks and handing over any unfinished work. You should also offer to train those who will be taking over your workload. After your resignation has been made public, you may attract the attention of those colleagues who are dissatisfied with their job, and believe you to be a sympathetic ear. Try to avoid this situation, by directing them to discuss their concerns with HR or their manager.
Many employers encourage departing employees to complete an exit interview, usually with an objective member of staff, your manager’s manager or a member of HR. During this, the reasons for your departure will be discussed and documented. You may decide to keep your reasons for leaving to yourself, which you are entitled to do, or you may use this as an opportunity to provide constructive feedback on your experience with the company.
The onus here is very much on the word ‘constructive’. It’s never appropriate to make personal attacks on colleagues or management. Overall, by trying to focus on the positives of your time with the company and the contribution you’ve made, you can minimise any unpleasantness during the resignation process and look forward to your new opportunity.
- Generally speaking, your resume should not exceed two pages, plus a cover letter.
- Be concise. Your resume may be one of several.
- Prepare your resume in reverse chronological order using dashes rather than bullets and include your e-mail address to better streamline your information with the online recruitment tool; our first contact with you is often through e-mail.
- Ensure your cover letter summarizes how the skills and accomplishments on your resume make you our ideal candidate.
- Be accurate! Only if you’re honest about your skills and accomplishments will you find your perfect match with us.
We suggest you format your resume in the following order:
- Contact Information – name, current mailing address, phone number, e-mail address on the first page.
- Skills and Abilities – list your relevant talents.
- Work Experience – start with your most recent employment first, then work backwards. Include titles, company names, locations and start/end dates (month and year).
- Responsibilities – don’t forget to describe job-specific skills and the extent of your knowledge.
- Client Experience – we’d like to hear about your successes with clients. Include client awards and recognition.
- Awards and Achievements – Did you save your company money? Did you create a new product or service? Did you increase sales or decrease costs? Tell us! Also list your specific awards and recommendations.
- Formal Education – start with the most recent, and include degrees, diplomas and certificates.
- Professional Development – catalogue career-related courses, workshops and seminars not part of your formal education.
- Dress and act the part. Remember going into the interview that much of your negotiation is already non-verbally transacted by your image and bearing.
- Be patient. Wait until after the job has been firmly offered to discuss or negotiate pay.
- Research the normal salary range for this type of position. If you have close contacts at the hiring company, they may be able to provide you with the actual salary guidelines for the job grade or position. Otherwise, you can find out what other companies are paying individuals with your skills and education by checking out third party research.
- Don’t be the first to give a definitive figure. Ask for the pay range for this position before offering any figure you have in mind. (In some cases, a manager may have discretionary power to go above the highest figure he or she mentions to get an exceptional candidate.)
- Keep your full attention on the person you are negotiating with. Listen and watch for all verbal and behavioral cues that will give you a better idea of the real needs, values and aspirations of the other party.
- Be comfortable with silence. In a negotiation situation, the person who has the least tolerance of silence will fill the void by speaking often with a concession.
- Don’t sell yourself short. Never downplay your strengths or over-emphasize your weaknesses. Be amicable, but firm. In higher level positions, especially, the most appealing candidates have a pleasant air of invincibility about them.
- Give yourself time. Do not put pressure on yourself to make a decision or grant concessions on the spot. If they tell you the offer is final, say that you’ll need a day or so to think about it.
- Negotiate for the future as well as the present. If you are told the salary isn’t flexible, perhaps another area is. See if you can increase the total value of your compensation package through benefits such as deferred compensation, relocation assistance, vacation time, stock options, club membership, commissions or a company car. (As a rule of thumb, benefits are worth 25 to 30 percent of the cited salary.)
- Be sure. Never say “no” or turn down an offer until you are absolutely certain you must do so. How you negotiate your salary shows the employer how you will do business and negotiate on the company’s behalf once you are hired. The key is to do it in a way that gains you not only a higher income, but the employers’ trust and respect.