<p>Congrats to your son, OP! This is what is called a high-class problem.</p>
<p>I’ve been involved in hiring, though at smaller firms than I think you’re referring to. But I feel much the same as 3togo. If I’m at the point, after reference checks, interview(s), etc, of making an offer, I’m wanting the candidate to feel as strongly committed as we are. I don’t want to hear, “I need time to explore other opportunities.” To me, that signals someone who is not sure this is the right job, and I want them to feel very strongly about that.</p>
<p>In years past, you could “stall” for a week, maybe up to 2, and if I really wanted you, I’d probably wait, but it would make me feel less than thrilled.</p>
<p>In today’s market, I’d go immediately to the next candidate out of the multitudes of equally talented people waiting/highly motivated/ready to commit on Monday and start on Tuesday. If I’m hiring at all in summer 2010, its because I
need someone now.</p>
<p>I know that’s not what you want to hear, and maybe your son’s field is unusual in its hiring practices. But in 2010, it’s almost completely a “Hirer’s Market,” and I’d be very careful about that bird in the hand. JMHO.</p>
<p>Well now I am more confused than before I started the thread!!</p>
<p>To clarify, DS is 2 year out of college, so has work experience in his profession. I am hesitant to say much more at this point-- one never knows who reads CC!! It could be a small world!</p>
<p>If the hiring manager really likes your son, he won’t be pressured to make a decision within a week. At least he’ll get a few weeks, if he has unique skills/training/experience.</p>
<p>The hiring manager was very kind and resonable on the phone with my s, from what I understand. And next week is a short week too, with Monday being a holiday. The 2 most important other interviews will be completed within the next 10 calendar days. The last interview is probably off the radar screen and he’ll probably cancel it. So, it may (hopefully) be a non-issue. I believe one, if not both of the other companies was aware he has a pending offer, and he should know something from each of them by mid month.</p>
<p>H does a lot of interviewing/hiring and I’ve heard of people choosing both options. </p>
<p>Candidates have often told H that they have or will be interviewing with other companies. Since I’ve also been out to dinner with H and candidates and their spouses or significant others, I know some of them have been open about other offers. I think some people hiring do appreciate knowing that you’ve explored your options and are making a choice of their company and aren’t just accepting the position because it’s the only one they’ve been offered. </p>
<p>However, by the time I’ve met these candidates, it’s usually at least their second, if not third time in for a visit/interview, so the company is being very accommodating because they really want them. </p>
<p>As someone mentioned upthread, it is probably an industry specific issue.</p>
<p>This is how I see it as well. To not jump at the extended offer risks losing it. Sorry to make this more confusing for you and your son, but it seems to me to be advantage employer now.</p>
<p>When I interview a candidate I will generally ask him where he is in the interviewing process. If a candidate is good, it would be silly to assume my firm is the only one he is considering. Therefore if a candidate tells me that he is not interviewing any where else then he is either not that good or he is lying to me. If he says he is very close in getting an offer from some where else or has an offer already, and I think I may want to proceed, I would then speed it up within my firm. I may also ask him why he is considering other firms, and how he is going to make a decision at the end. By knowing a candidate’s top reasons for choosing a firm, I would work with HR to come up with the best package in order to get a candidate.</p>
<p>I think it is very reasonable for a candidate to interview at multiple firms and also receive multiple offers. I would give a candidate some time to sort it out, but I may have my own schedule and urgency in filling the position. As much as I would like to accommodate a candidate sometimes, I may only give him a week or two to consider. </p>
<p>This whole thing also depends what your son has been saying to this firm while he is interviewing. If he has been saying that this is the best fit and the only firm for him, and that’s why the firm made him an offer. Now, he is telling the firm that he wants to consider other options then it may not sit too well with them.</p>
<p>When D1 was interviewing at 7+ firms for her internship this summer, I did coach her on how to handle potential multiple offers. She turned down ones that were definite a no for her right away. She had 4 offers at the end. She was upfront and professional with all of them. As soon as she made her decision she called other 3 firms and never looked back (she didn’t play one against another). Two of them asked her to reconsider them when it comes time for permanent position.</p>
<p>^ I agree with Oldfort’s post above … I came across as the opposing view … however, I also ask people they are in the job hunt cycle and if they recently started looking tend to give more wiggle room … and as Oldfort suggested above that tends to run 1-2 weeks. </p>
<p>It’s a little late know but the best way to buy time when looking multiple places (which I would also agree most good candidates are) is during the courtship and not after the offer … respond to any communications immediately but try to space out the interviews/visits to buy time for the other offers in the works to play out.</p>
<p>Ultimately the boss offering the job is a person who also has weighed leaving a known position, moving for a job, the implications for a significant other, the thought of taking a pay cut or losing bennies, concerns about switching professions … so I’d hope they are reasonable about candidates taking some time to work through similar issues … and for me, if they are not I probably do not want to work for them. The trick is buying time while still conveying to the first company that you are still VERY interested in their position.</p>
<p>He had applied to several places, and the one that has offered him a position knew he was in town for another job interview, so worked him in while he was here. So the fact that he has been interviewing elsewhere is no surprise to them. He never ever indicated that it was the only place he was interviewing or that it was the best fit. He was interested in them, so let them know that he would be in town and would love to meet with them while he was here. They wanted him on a Monday, but had to see him on Tues b/c of the other commitment. </p>
<p>Now about 10 days went by between that interview and the offer, and in the meantime these other face to face interviews have been scheduled following telephone interviews.</p>
<p>This company making the offer knew about the company/interview here but not the other three that have emerged in the past 10 days. I think DS will probably cancel the last of the 3 remaining interviews, as that job is a lower priority. He tried to stall on scheduling the trip out there, but they booked it anyway.</p>
<p>The hiring manager presented the salary, the job and said to “start whenever you can”. Thats as much as I know at this point. There is a relocation involved as well. He didn’t push for a commitment or a start date, so my s didn’t bring up the other interviews. He was prepared to, but apparently the way the conversation went, it didn’t seem necessary. Reading the differing opinions here, I am not sure whether he should or shouldn’t have. Hard to know if the hiring manager would feel the way cartera, oldfort, teriwtt, and lake42 are feeling, or if he’d feel the way p2n and momofsongbird are feeling – or like 3togo, who may feel both ways! Such a tough call in an employee/buyers market.</p>
<p>Congrats to S for the offer! Those are mighty rare these days. No specific advice, jym, but I feel your pain. </p>
<p>When my S1 graduated, he was offered positions at 3 different places. All the interviews were complete by that point. But one of the places was late in making an offer. The other two made offers within days of each other, and he went with the one he liked better. Unfortunately, it was that third place that was his favorite. Oh well. He didn’t feel like he could resind his acceptance of the previous offer. He’s been happy enough there, so all is well.</p>
<p>Even if your S completes the other interviews, he may not get answers right away. I think he can legitimately hold off making a commitment until after he hears from HR, but after that point, well, he may just have to decide.</p>
<p>Thanks, binx.
One of the places said they would likely be able to decide about an offer at the end of the day of interviews (the 12, I think). The other said by the 15th. So hopefully the timing will work out. Sorry that happened to your son! But maybe things happen for a reason…</p>
<p>Congrats to your son, on having such an attractive option, in this economy!</p>
<p>Perhaps the HR, background check will take some time. </p>
<p>Could your son legitimately lengthen the negotiations, by discussing “relocation compensation”?</p>
<p>When S received his offer last Fall, the company offered $1500 relocation and $5,000 sign on bonus. This is a global consulting company FYI, and he will be in a MidWestern city. (PM me if you’d like any more details)</p>
<p>After reading the other responses, it is obvious that how to handle this situation is industry specific. I work exclusively with law firms and companies searching for in house counsel and none of my clients recruit the way 3togo described. There is no way they would get the best candidates that way. Some small to mid sized firms that are not as familiar with recruiting the top people may try to give a take or leave it deadline but they’re going to scare off many of the best people that way. They don’t want people accepting the position unless they’re sure that’s where they want to be. Ultimatums don’t garner the most satisfied employees.</p>
<p>Completely agree cartera. I work in a field that is very similar to the military and while you can have some measure of input sometimes it becomes a directed appointment or a take it or leave it proposition. We still get excellent people but they really know what they are in for when they apply. It becomes if the culture bothers you, don’t bother applying and let the next 1000 anxious candidates get a shot at the slot.</p>
<p>Perhaps one of the reasons I see the hiring process so different in attorney hiring is that the hiring is not handled by human resources - something I am thankful for every day. Some of our corporate clients have human resources departments that we have to go through and it is rarely an enjoyable experience. I want them to be involved in things like explaining benefits, but when they take a lead role in hiring, it usually means the process will just be unnecessarily convoluted and some of the best people will be ruled out for completely arbitrary reasons. We “affectionately” have said the HR stands for “hinder recruiting.”</p>
<p>I just graduated from college and had the same issue.</p>
<p>What I did (and it worked) was I sent the interviewer (he was not HR) a nice thank you letter explaining that I was appriciative of his offer and felt great about the offer and company. I then explained that I had already put money and effort into other interviews and felt it was unethical to cancel them so last minute and that I would treat this company with the same respect. I asked if I could have at least two weeks to give a final answer and that I would keep him up to date on my decision.
I then told HR that he had cleared me for two weeks, and ultimately, I had until beginning of May (essentially a month and a half) to confirm a start date.</p>
<p>This economy, in the state it is in, is demanding. Employers seem to know this and understand you’re searching for that perfect fit. This was an engineering position too, so they could’ve filled it with anyone. If the company wants him, they’ll wait. </p>
<p>On the other hand, I think next time, and in your son’s position, I would just say that he needs 2-3 weeks to think about it and give no reason, it’s perfectly acceptable. If they really badger him, he should say he’s concerned about relocating and just trying to see if it is a financially feasible idea and he’s waiting on some housing things to come through (I had a friend do this…the company threw extra relocation at him in a form of an additional signing bonus. He used this as a downpayment on a car in the end!) Then, when he attends the other interviews, he should get a clear answer as to how long their process takes. If it takes 4-5 weeks, it seems silly to pass up a nice job for a maybe-job. Since he doesn’t have a written offer yet though, that 2-3 weeks hasn’t even begun yet, so it all may work out for him.</p>
<p>Also, don’t contact HR until they contact him. The hiring manager may be able to pull strings for him. HR runs by the books in most cases</p>
<p>First jobs are different from subsequent jobs though.It’s not as complicated.
My S had multiple first job offers after college and since they were all through campus recruiting, the recruiting firms knew the drill.
It’s infinitely harder to time all the interviews when you already have a job, that’s what happened with my son’s second and now his third job. He wasn’t looking but they called him.
When I mentioned that my son was given one week to make up his mind, it was from the COO of the company, not HR.
Jym’s S has some working experience. Is your son working jym?</p>