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Mathew Henry, the 17th century writer said, "Many a dangerous temptation comes to us in fine gay colours that are but skin deep." The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you've decided it's time to fly away.

The litany of horror stories I've come across in my years as an executive recruiter, consultant and publisher, provides a litmus test that clearly indicates counteroffers should never be accepted . . . EVER!

I define a counteroffer simply as an inducement from your current employer to get you to stay after you've announced your intention to take another job. We're not talking about those instances when you receive an offer but don't tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as "they-want-me-but-I'm-staying-with-you" ploy.

These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true offer, however, carries an actual threat to quit.

Interviews with employers who make counteroffers, and employees who accept them, have shown that as tempting as they may be, acceptance may cause career suicide. During the past 20 years, I've seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective.

What really goes through a boss' mind when someone quits?

"This couldn't happen at a worse time." "This is one of my best people. If I let him quit now, it'll wreak havoc on the morale of the department." "I've already got one opening in my department. I don't need another right now." "I'm working as hard as I can, and I don't need to do his work, too." "If I lose another good employee, the company might decide to 'lose' me, too." "My review is coming up and this will make me look bad." "Maybe I can keep him on until I find a suitable replacement."

What will the boss say to keep you in the nest? Some of these comments are common.

· "I'm really shocked. I thought you were as happy with us as we are with you. Let's discuss it before you make your final decision."
· "Aw gee, I've been meaning to tell you about the great plans we have for you, but they have been confidential until now."
· "The V.P. has you in mind for some exciting and expanding responsibilities."
· "Your raise was scheduled to go into effect next quarter but we'll make it effective immediately."
· "You're going to work for who?"

Let's face it. When someone quits, it's a direct reflection on the boss. Unless you're really incompetent or a destructive thorn in his side, the boss might look bad by "allowing" you to go. His gut reaction is to do what has to be done to keep you from leaving until he's ready. That's human nature.

Unfortunately, it's also human nature to want to stay unless your work life is abject misery. Career changes, like all ventures into the unknown, are tough. That's why bosses know they can usually keep you around by pressing the right buttons.

Before you succumb to a tempting counteroffer, consider these universal truths:

Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect. No matter what the company says when making its counteroffer, you'll always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you'll lose your status as a "team player" and your place in the inner circle. Counteroffers are usually nothing more than stall devices to give your employer time to replace you. Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promises made to keep you. Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions? Decent and well-managed companies don't make counteroffers. . . EVER! Their policies are fair and equitable. They won't be subjected to "counteroffer coercion" or what they perceive as blackmail.

If the urge to accept a counteroffer hits you, continue to clean out your desk as you count your blessings!

During the interview, you may be asked a variety of questions. There are no perfect answers, yet some thought and discussion about potentially tricky subjects can help you avoid disaster.

I. Tell me about yourself.
This is the classic opener and gives the interviewer time to size you up - if you let him or her. Give a brief overview of your career (prepared and rehearsed in advance), beginning with your education and taking him or her through key job changes. Add one or two major achievements and then turn the interview back to him or her with, "So I can better relate my experience to you, could you please tell me a little about your (company, department, etc.)?"

2. What is your opinion of the last company you worked for?
Stay neutral or positive, no negatives. Try to focus on situations in which you learned and/or contributed something.

3. Have you changed jobs frequently? Are you a job hopper?
Work out in advance a good rationale for your moves. People do change jobs and if your reasons are sound, say so. Try not to be defensive.

Some acceptable reasons: Reorganization (a new manager arrives and brings in her team), the company was in difficulty and had a massive lay off, a major contract or customer was lost resulting in loss of sales, the company was sold, you were offered a relocation that would have meant no apparent opportunity, or.

Reasons to avoid: Did not get along with employer or other people, did not like the management policies, passed over for an increase in salary, too much pressure, too much work, too much overtime, too many arguments, problems of health, personal problems interfering with work, or... Avoid long stories and negatives.

4. What salary are you looking for?
Stress opportunity and potential. A return question: "It's hard to discuss salary without knowing more about the job or responsibilities." Relate your experience to the range without being necessarily precise: "I think my experience would put me near the high end of your range, don't you?" Do not volunteer information about your past salary.

5. What were you earning in your last job?
If you are in front of a recruiter, tell him or her your salary and total package. If you are in an interview, try to put the salary question aside. A good reply is, "I was reasonably compensated in my previous company but really do not wish to prejudice myself here by being too high or low. Can we delay this until after we have looked at all the aspects of your current need?" or "The recruiter represented me to this opportunity because I am in your range".

6. Have you ever been fired?

If yes, have a good explanation worked out and tested with friends. "We had a change in general managers and although I had been doing a great job as you can see from my achievements, I was replaced by one of his former associates.

or

"The company decided to close down its Toronto operation and offered me a job in Cambridge. We would like to stay in this area so that's why I'm looking around."

7. Can you work under pressure?
Indicate that you can, and give them a few examples of how you have handled pressure in the past.

8. What did you think of your supervisor?
Whatever your true feelings, be positive. "She was the kind of person I could learn from." or, "We were able to communicate well and things got done quickly."

9. What is your greatest strength?
Think of your list of strengths and then tie each of them to an achievement. Then ask, "Is that the kind of quality that would help your company?"

10. What is your greatest weakness?
Think of your biggest weakness/Area of improvement and relate the area back to your strength. "I like to get things done quickly". "Sometimes I get impatient, but I'm learning how to overcome this."

11. How much do you know about our company?
You should have done your homework! Have you uncovered information about their products, sales, profits (or losses), news or personnel? Ask you recruiter for the companies web address prior to the interview.

12. Are you willing to relocate?
Do not pause - have your answer ready. "Yes, for the right opportunity. What did you have in mind?"

13. You have moved around. How long would you stay with us?
Again, this needs preparation. "I'm seeking a long-term opportunity where I can learn and develop. Does this come with the position we are discussing?" See question 3 for additional idea

14. What were your reasons for leaving each former job?
Think this out clearly. Be positive about discussing former companies. See Question 3 for additional ideas.

15. Do you have a drinking problem?
Believe it or not, some candidates have had this question. A possible answer might be: "No, is that a problem you have encountered previously?" If you have had a drinking problem in the past and are on the road to recovery, there is no sense in bringing it up, especially as the question referred to the present.

16. What kind of manager are you?
Have a few key examples tied to achievements that show your management capabilities. Then say, "Is that the kind of performance you are looking for?"

17. What motivates you?
Opportunity, growth, a chance to learn, environment, fair play, good compensation package... any others?

18. What do you not like to do?
A loaded question; A positive reply might be, "I'm the kind of person who does whatever is necessary to get the job done. When I do run into something disagreeable, I like to tackle it first and get it behind me. I have no particular dislikes."

19. Would you compete against me for my job?
Take this one easy. "I would like to think that when you are promoted I could be a candidate for your position."

20. Why have you left your present job?
You know you are going to get this one, so here's your cue. Be positive. See Question 3.

21. Did you increase sales' profits in your last job?
Here is your chance to elaborate on your best achievements. Try to include specific numbers. "Is that the kind of employee you seek?"

22. How did your boss, co-workers and subordinates get on with you?
Have some examples of the kind of team member you are. This is a good time to bring up that you are a non-political person.


23. Do you know how to motivate people?
This is a leadership question. Know what it takes to be a quality leader. In preparation, think of the best people you have worked for and list their attributes in leadership. Recognition and helping the people who depend on you often weigh as heavily in motivation as monetary reward.

One important key to being a great manager is to be able to delegate while maintaining control. If you can show some achievements demonstrating this ability, you are top management material.

24. What are your short, medium and long-term goals?
Tie your answer to goals that could conceivably be realized in the interviewing company. Limit your goals to just the short and medium range. Be realistic A good reply is oriented toward growth in one's job through learning, experience and achievements.

25. Do you prefer working in small, medium or large companies?
Remember where you are when you answer. Be prepared to follow up with a reason.

26. Have you helped your company reduce costs?
Again, try to link the question to your achievements. Then add a question, "Are those kinds of savings of interest to you?"

27. What is the toughest job of being a manager?
A good reply is. "To surround myself with people who are better than I am in their individual specialties."

28. Why do you want to work for our company?
Your reply could be based on their reputation for product, management, international scope, technology, or as a nice place to work and grow. Know their products, policies and potential for you. Do not respond, "The recruiter sent me, I am not looking!"

29. Why should we employ you?
If you know the job requirements, and match up some achievements, say, "If there are opportunities to do that and more here, then this is a great fit. What do you think?"

30. What do you look for in a new job?
Be careful! Better know a little about the company and the job you are after. If not, push in the direction of excellence based on former achievements.

TIP OF THE DAY:
In today's technologically driven society ensure ALL cell phones pagers or other electronic devices are deactivated/turned off during the interview process.

2. PREPARE:
Research the company yourself in addition to what is provided to you from your consultant. Obtain corporate, industry and job information where possible.

3. KNOW YOUR BACKGROUND:
a) CAREER SYNOPSIS - Write down on paper a short career summary. Include dates, job titles and a few key responsibilities. This should not be longer than a minute or two.

b) ACHIEVEMENTS - Write a detailed page for each job you've held identifying specific accomplishments that resulted in cost savings, improved productivity, increased sales, etc. and provide examples.

**Use action/result words, such as; ACHIEVED, PROVIDED FOR, INCREASED, EVALUATED, REDUCED, IMPLEMENTED, CREATED, etc.

**Use leadership words such as: MANAGED, LED, ASSESSED, BUILT, GUIDED, DIRECTED, CO-ORDINATED, etc.

c) TECHNICAL QUALIFICATIONS - Using a "T" graph, write down your skills that correspond specifically to the new job requirements.

Note: Employers want to hear about your major initiatives, accomplishments, and solutions you provided. There is no time for "thinking" during the interview, only performing, being prepared means you will be ready to answer any questions from all of your previous jobs.

4. BUSINESS QUESTIONS:
Always ask questions during the interview. Be prepared with 3 or 4 business questions. Some examples of ideal questions are below:
"What are 2 to 3 unique characteristics of this company?"
"In what area does this company excel?"
"In what area does this company have limitations?"
"What are some characteristics of successful employees in this company?"
"From your experience of people in this role, what would you like to see more of?"
"What are some major short and long range objectives of this company?"
"Where do you feel I would contribute most effectively in your company?"

5. THE INTERVIEW:
Not all employers are skilled at interviewing; you need to prepare for each interview to ensure that your background and skills are adequately presented to the interviewer.
NOTE: Employers don't want to know how the clock was made, just what time it is. Be clear and concise; if you have properly rehearsed, this should not be an issue. If asked "Tell me about yourself," say, "I'd love to, where would you like me to start?" This will set the direction/priorities of the interview, i.e. "Tell me about your family" vs. "How did you implement the MRP system?" INTERVIEW WRAP UP - If you are interested in the opportunity, make that known to the employer and inquire as to the next step.

6. SALARY:
Salary should not be addressed in the interview. Do not volunteer this information; if asked, avoid pinpointing an amount as it may overprice you, under price you, or completely rule you out. Simply state "I would be interested in entertaining your strongest offer." Emphasize the issue of the opportunity as opposed to the dollars.

7. EMPLOYMENT OFFER:
Be decisive at the time of an offer! At this point you should be armed with enough information to make your decision. Keep in mind that your decision to accept or not accept their offer is the first decision you will make on behalf of that company. Hesitation and procrastination are enemies of a good situation!

8. RESIGNATION:
Envision your resignation at the beginning of the interviewing process. See yourself in front of your boss and realize that this is a positive step. Be professional, firm and do not lose your business logic.

9. COUNTER OFFER:
Counter offers are presented for various reasons, none of which are to the benefit of your long-term career development.

a) REASONS FOR COUNTER OFFER: Cheaper to keep you; Newspaper ads, agency fees, time, training, inconvenience Manager's ego; looks bad on his/her management capability b) WHY ACCEPTING IS A MISTAKE: You have shown the company you can divorce yourself from them Will dollars change the situation? Where was this recognition prior to resigning?

STATISTICS SHOW THAT THE MAJORITY OF CANDIDATES WHO ACCEPT COUNTER OFFERS ARE LOOKING FOR SOMETHING ELSE WITHIN SIX MONTHS!!

ENJOY, This should be a fun and informative meeting!
****IMPORTANT****
Call your consultant immediately following your interview!!

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