Research conducted by Talent Partners from both a Client and Candidate perspective show us that package is not the most factor that decides whether or not a candidate makes the career move under discussion. Here are some additional pointers for candidates to consider:

The Position
Why is it available, and how long has it been open for?
What happened to the previous holder of the role?
Are you capable of performing the duties and responsibilities of the role?
Are the goals set for the position fair, realistic and reasonable?
Is there an opportunity for you to further enhance your skills set in the role?
What is the growth potential in this role? Will it be a stepping stone to your desired next role? How does the position fit in with your long term career goals?
How will this role fit in with your existing/desired lifestyle?

The Company
How well respected is the company in its market sector? What is its market share and who the key competitors.
How is the company performing? Is it growing, maintaining a status quo or losing market share? What is the potential of the company and will this affect your role?
What is the calibre of the people you will be working with? How experienced and respected are they and what is their tenure with the company.
Does the company have a high retention of key employees and managers and is the company seem as a stepping stone to greater opportunities elsewhere?
What is the culture of the company and is compatible with yours?

The boss
How long has this person been in the role and what are his/her reporting lines upwards?
What is his/her background, including previous work experience?
What is the next likely career move internally for your boss?
Is this boss an individual you repect and one you feel could be a positive influence on your career in helping you to achieve your career goals and aspirations.

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Taking on a new role encourages people to look ahead, planning the next months and years of life with their new employer. With the future looking so bright some people put little or no time and effort into making sure that they resign from the previous job on a positive note. Here are some tips from Talent Partners …..

Prepare: Think of the resignation as you would a job interview. Put time and thought into it. Prepare what you are going to say, in what order and to whom. Tell your boss first, don’t leave them find out second hand.

Be succinct & honest: When informing your employer get straight to the point. Explain why you are leaving, but try to avoid expressing negative feelings.

Be flexible: If possible, negotiate a finishing date that suits your employer as well as you. Cooperate fully in handing over all relevant information on your work before leaving.

Be appreciative: Thank your employer for their investment in you and the opportunities they have provided to you.

Don’t burn bridges: You will need to rely on previous employers for references, occasionally advice or sometimes even a job. It is always a concern for executive recruiters if references are not forthcoming from your previous boss.

Look after number one: Make sure you know what you are entitled to when you leave, such as unused vacation time, outstanding expenses or commissions. This is also the best time to get a written reference from somebody senior in the organisation.

We hope the above helps, if you have additional suggestions or would like to discuss any of the above in greater detail, feel free to email us.

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The nominations for the 2008 ICT Excellence Awards have just been announced. This year Talent Partners are sponsoring the best IT company to work for and the nominations in this category are BT Ireland, Intel and Kainos. We wish all three company’s every success in their endeavours to win this award and we look forward to a fabulous evening on May 1 at the O’Reilly Hall in UCD for what promises to be a top class night. A full listing of all the awards and nominations can be seen at ICT Excellence Awards website and clicking on the shortlist 2008 link.

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