Making a move - what you should know

Making a move - what you should know




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Over the past couple of years we have seen a consistent rise in the number of bridging specialists emerging and there are more vacancies in the market now than ever before. Kerry Stephens, Senior Consultant at Coast Specialist Recruitment, explores whether, when temptation comes knocking, there is ever really a good time to leave your current lender/broker....

With so much instability, it is becoming harder for lenders and brokers alike to source potential new employees without the assistance of experienced recruiters. Candidates too are relying on the expertise and research capabilities of recruiters more than ever, to prevent ‘jumping from the frying pan and into the fire’.

A specialist recruiter’s role is a consultative position, where discretion and advice are vital in creating a smooth introduction process. Repeat business is our key to success within our specialist recruitment sector. A candidate re-registering after several years is flattering, but more importantly adds value to the “specialism” and bespoke service we can offer to that individual and our clients. We have built up a great rapport, trust and loyalty with both parties.

There is no hidden agenda and we can confidently represent this person in their next career move, most likely with no other recruiters involved so we will be fully aware at all times of the candidate’s situation and have details of other interviews and job offers.

At Coast, the majority of our consultants have between ten and 20 years’ experience of specialist recruiting – so that is a lot of repeat business, recommendations and referrals.

In today’s market place, with many jobholders anxious about the recent recession, individuals are generally staying in their jobs longer for fear of what lies ahead if they lose the security of their current role.

A stable CV is a good thing; however there are many job vacancies for Business Development Managers, Case Managers, Underwriters, and Credit Risk etc. Even though the employment market is now at its busiest since 2007, it is frustratingly slow as candidates are harder to source.

We delve deeply to find good people, but are these individuals seriously seeking a new role or just “dipping their feet into the water” to see what is out there and perhaps get a pay rise?

Yes, I do have a bee in my bonnet about counter-offers, but it is something we are seeing more and more of every day. It wastes everybody’s time and it is a situation that can easily be avoided if an employer works hard at keeping their staff members happy. People are frustrated about pay freezes and are quite often over-stretched due to leavers not being replaced during the recession and aftermath.

We are seeing this mostly with providers, who are now recruiting aggressively to get back up to speed. Providers appear to be exceptionally busy with recruitment matters. Products are constantly evolving to keep up-to-date with market trends.

I have digressed, so shall get back to the point of counter-offers, which can take many forms: a straight salary increase, additional company benefits, a promotion or new job title, additional responsibility, change in role, more involvement in projects that interest you, or any combination of these.

As enticing as counter-offers appear to be, it is important to keep a clear head, take a step back and consider the options available. An employer might want you to stay, for various reasons, including the fact that: replacing an employee can be expensive, it might mess up the budget, they are too busy to recruit, they want you to finish a project you’re working on, they aren’t able to train a new person or losing you may reflect badly on them.

There is rarely a good reason to accept a counter-offer. You wanted to move, have been through the recruitment process and have been successful in securing a job that meets your criteria. It is true that if you did stay in your current role you would be looking again within three to six months, mostly because the trust has vanished, your resignation has not been forgotten and you feel uncomfortable and realise again your reasons for looking for something new in the first place.

At Coast Specialist Recruitment we will listen to a candidate’s needs, taking into account not just the sector that a candidate is working in, but also the environment and company ethics that the candidate is searching for.

Employment agencies are not a CV broker or a job-board, we are consultants, and we know the recruitment market inside-out, so please remember to consult with your recruitment agents. We are here to give advice and assistance about any recruitment matter.

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