How does it feel to move roles after 10+ years?
We all know people who seem to effortlessly move from role to role – every four to five years – they go in, fix something, drive development, support growth, whatever it might be they have been hired to do, when it’s done its time for a new challenge and new opportunity.
But what of the people who really enjoy their role, love the people that they work with, like and care about the company and have been hugely loyal for so long?
Why would long-standing employees choose to move to a new company?
Is it an increased salary, an equity opportunity, a more senior role or a better work-life balance perhaps?
At some point for people who have tenured with a company for over a decade, an opportunity appears, and the timing and job/company suddenly seem right. But it’s a huge decision. As executive search consultants, we have an enormous responsibility to work with that candidate and help them really explore why it is the right move and if it will provide them with a deeper level of satisfaction.
We have to take great care of these professionals and give them time and space to think the opportunity through. We have to advise the client that they need to reassure the candidate and both sides need to be honest with each other. The candidate needs to weigh up all the push and pull factors and ensure that a new challenge will bring enjoyment, job security, stability and career progression.
Is this the sort of company they want to do for another decade in?
How can a long-standing employee make the decision to leave for a new job role?
- Use the tried and tested method of making a list of all the pros and cons of your current role versus the pros and cons of the new role. Ask yourself what you really enjoy about your role now and would you get the same level of enjoyment from the new role?
- Where do you want to be in five- or ten years’ time, will the new role give you the scope you need to achieve that?
- Be clear on all the responsibilities of the role, can you achieve everything and add value?
- Do your research, what is the management team like, what is their experience, and do you have any mutual connections on Linkedin who can provide insight on their leadership style?
- Talk to the Recruitment Consultant and ask them if there is anyone they know who could provide informal and unbiased feedback.
- Discuss it with friends and family that you trust, and get as much input as you can.
So as search consultants and as a hiring managers, how should you support the candidate?
Interestingly, having recently moved roles myself after 18 years I can speak from the heart about the process and what made it easy for me:
- When approaching a candidate who has been with a company for a long time it’s important not to ‘oversell’. The first conversation should be consultative and informative. Give the candidate time to really digest it all, send them any relevant information and arrange to follow up chats in a few days’ time.
- Really test the candidate’s interest level, why do they want to do the role, and do they have any concerns.
- During interviews with the hiring manager, be sensitive to the fact this is a big career move and consideration. Talk about the future and what is offered in both the short and long term.
- Once the offer stage is reached, it’s critical to ensure every detail is gone through thoroughly. Confusion can lead to nervousness so ensure the candidate is really clear on what’s being offered.
- Give your candidate advice on how to resign, they will want to do so positively and to leave the best impression. As a search consultant, we call them before and find out exactly when they are resigning to call them afterwards and ask how it went.
- As the hiring manager, it’s also important to call the candidate regularly. Speak just after the resignation and check in with them every few weeks up until the start date. If the start date is several months away, arrange a lunch or an informal meeting so that they get to know people ahead of joining and feel valued from the outset.
- Be prepared that their current company might try and persuade them to stay. Ensure all parties (search consultants and hiring managers) are in regular contact with the candidate to let them know how valued they will be.
As a candidate moving roles, embrace the opportunity to do something new and to share all the hard-won knowledge you have from your previous company! As a hiring manager, great communication is key, we must do the right thing for the candidate and their career so listen and support them at every step of the process.
