As Recruiters, logic is our friend, and we lean on it to help our candidates make good decisions for their careers. Unfortunately, very few people can go through the entire job change lifecycle without encountering some degree of its counterpart (the evil twin if you will), emotion. Actually, that is a good thing. Emotion can often act as a system of checks and balances when utilized properly. However, the road of bad decisions is littered with too much emotion.

Case in point,

When moving through the interview process we work diligently with company and candidate to determine whether this is a good fit (and defining why), and emotion often arises upon entering the offer phase because expectations are now being set. If these expectations are managed and understood by both parties, then usually the offer and its acceptance are anti-climatic. I did say usually, right?

However, sometimes in the face of logic & the facts (about the market) a company may make a delayed or less than expected offer or a candidates salary or benefits needs change, and it’s critical when these events occur that all parties understand that for what amounts to a few thousand dollars (or whatever the specifics), the glass doesn’t now become half-empty. So if everyone can focus on the end game and remember what is important (remember the defining why this is a good fit for all parties piece, and they can take the long view on their career (logically) they will stand the best chance of making the right decision (either way) for their career.