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How to Negotiate the Best Job Offer!

Mike Ramshaw

The interviews are over and you have been offered numerous Food Manufacturing Jobs. Congratulations! At this stage it is important to enjoy the euphoria, but also keep a clear head. Carefully evaluate how well the position and the new company meet your current and future needs and aspirations.

There are 3 points to consider after the Food Manufacturing Recruitment process in relation to an offer.

1. Does the new position match your career objectives?

When considering this, some of the following factors may be helpful:

Key responsibilities and aspects of the role

Range and variety of the work

Transferability of your skills and experience


Level of the new position

Working hours

Benefits and holidays


New colleagues, particularly your new manager

Long term potential to develop your career

Company's brand, reputation and status

New company culture

Stability of the industry and the company

Training and development opportunities

2. Is there any extra information about the offer required to help you make a decision?

Whilst it is not possible to have 100% clear picture about your new company until you have joined and settled in, it is normal and reasonable for applicants who are under offer to have additional questions, indeed it shows a healthy level of inquisitiveness. The higher the level you have reached, the more the details you will require.

Try calling one of the interviewers or ask your recruitment consultant to field some extra questions. Sometimes people request the opportunity to spend a half day on the job. Providing that this doesnt compromise the new company's competitive position most employers will accommodate such a request.

You can read a lot into how open a company is when you start asking questions. However, it is important not to over-do it because a future employer may conclude that your stance reflects indecisiveness on your part.

3. Are there any outstanding issues that would help you to accept the offer?

Is there a bonus that needs explaining (perhaps in terms of historical performance)?

Can you work to their start date or is your current contract longer?

Does the salary meet with your requirements or do you need to negotiate for more? Salary can sometime prove to be a difficult point to raise because people sometimes do not like discussing money. Do you know where the offered salary is within the range for this level? Employers frequently hire people at the lower end of a salary range so that they have the scope to increase pay whilst you remain at the same level. Always communicate your current salary to an employer or a recruiter and be wary of stating a future salary goal that is significantly above your current remuneration.

Do you need future appraisal and salary review dates? Often a new employer will be willing to provide you with a date for these meetings in the future.

Once you have made your decision it is important to let the new company know your decision within any time limit given. If the offer has been made without a letter and has been verbally accepted it is essential to receive the full offer in writing. You will then need to respond to this letter in writing within the time limits stated. Occasionally some circumstances will prevent you from making your decision within the set timescales. This may be to do with visas or a partner's working arrangements. You can always request a time extension when an offer is made. Hopefully the business will be able to accommodate this but often a new company cannot indefinitely protract the offer because other candidates are left in limbo and the organisation has ongoing business to be conducted by this new position.

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