august 2010 NEWSLETTER

After reading a recent recruiter training article by Bill Radin, I got to thinking about what prompts a candidate to make a job change. Now that the economy has started to rebound and good career options are becoming more available, this is a good time to look into your head and decide if a job change is really right for you.

When you get right down to it, there are four basic reasons a person changes jobs. For most people, each of the reasons influences the decision to a greater or lesser extent. However, generally, one of the factors is dominant, and the sooner you recognize what that factor is, the faster you will be able to come to a decision. Moreover, the more quickly and clearly you can communicate this factor to the recruiter you are working with, the better they will be able to help you find that "perfect next opportunity."

The first factor is your SITUATION, which has nothing to do with the job itself. Some people change jobs because they are being laid off, or have a spouse who is being transferred to another city. So the need for change is based on circumstance. Alternatively, maybe a loss of key benefits might initiate the search for a new job; or some other external factor, such as the job's location, commute time or a change in personal or family needs will compel a person to seek out a different employer.

The second factor is MONEY. Recruiters are generally very leery if money is the driving force behind a person's interest in changing jobs. No recruiter wants a candidate that wants to get into a bidding war between the potential new company and the incumbent. I have found that someone will change jobs for money only if the money significantly changes that person's lifestyle or self-esteem. Otherwise, the increase you would typically get in a job change is eaten up by taxes and has little significance. Alternatively, the pursuit of more money involves more risk than you or your family is willing to incur.

The third factor involves HATE, as in there is something you really hate or something that drives you crazy at your current job. Whether it is a particular individual, a work environment, a corporate culture, an attitude, a technology, a tool, or whatever, the bottom line is that the person feels trapped where he is and whatever it is you really hate about the job will likely never change.

However if you identify hate as your main motivator, any recruiter worth their salt should encourage you to seek resolution or make a serious attempt to correct the problem before looking elsewhere. Go ahead and have that conversation with your boss, whether the issue is about money, responsibility, work assignment, recognition or difficulty with a co-worker. It is important to find out if you can resolve the issue before you start interviewing elsewhere, rather than when you have another offer in hand. That way you will be sure that if you receive and offer for a new job that takes away the hate factor, you are ready to leave and no amount of money in the form of a counteroffer will satisfy.

The fourth and final motivating factor deals with LOVE, or to be more specific, unrequited LOVE. When a person has a passion for doing something or working with like-minded people who share his values-but that role or relationship will never be available in the present company-the frustration can become overwhelming. If your recruiter can find an opportunity for you that will fill the void, nothing will stand in your way of making the move.