Aplin Workbook
You've submitted your resume. What happens next?
If we don't contact you immediately, it means that we are not currently working on a job opening that is an ideal fit for you based on our clients' requirements.
Frequently, our close relationship with our clients gives us information on hiring needs which are not yet public knowledge.
Keep checking our website
Our website is always kept up-to-date with our newest career opportunities. Let us know if there is a position that interests you.
Keep us informed of your status
Please let us know if you accept a new job, if your criteria for a new position changes, or if your decision to make a move becomes more urgent.
If we are able to present a career opportunity to you:
Be open and honest with us
Your time, our time, and that of our clients is valuable and we appreciate serious candidates. Please address all reference, urgency and compensation issues with us during our initial meeting.Our goal is to ensure a smooth process for you. Being honest and forthright will enable us to best meet your expectations.
Don't contact the employer directly
Allow us to act as your advocate. We encourage you to send a thank-you card to the company after you have been interviewed. However, all other correspondence should go through us.
Job offers
Most job offers are delivered and negotiated through us so we can ensure the process is as smooth as possible.
References
This is a critical part of our process. It is in your best interest to select positive references who can truly speak about your achievements and abilities and are able to take the necessary time to provide a thorough and detailed reference inquiry. (We generally prefer past supervisors, etc.)
Testing
Not all jobs require testing as part of the evaluation process. To save you time, we only administer tests if our clients request them.
Counter-Offers
A counter-offer can be very flattering and may cause you to temporarily lose sight of your original reasons for leaving. You may second-guess your decision to move on and feel the pull of the familiar and comfortable.
Ten important reasons to stick to your decision to leave:
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When the smoke clears following a counter-offer, the reasons you wanted to leave remain! You made the decision to leave because you felt another opportunity would better meet your career needs.
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If you are worth more when leaving, why weren't you worth more when you were staying? Where is the money for the counter-offer coming from? Is it an early raise? Companies usually have strict wage and salary guidelines which are not going to change just for you.
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Since you have made your employer aware that you are unhappy, your loyalty may be questioned in the future.
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The company may start looking for your replacement at a lower salary. We often get calls from clients who have just presented a current employee with a counter-offer and now want to start the replacement process. Later, the candidate finds him/herself with neither the new job nor the old one!
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When tough times come, your employer may begin the cutbacks with you.
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Accepting a counter-offer may make you lose respect by appearing unsure and indecisive.
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It may seem harsh, but chances are good that the reasons for a counter-offer have more to do with inconvenience to the employer than with your indispensability to the company.
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Statistics show that if you accept a counter-offer, the probability of voluntarily leaving within six months or being let go within one year is extremely high. By that time, this new opportunity will be a distant memory.
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Accepting a counter-offer is most likely an emotional rather than an intellectual decision.
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In the final analysis, a counter-offer comes because of a resignation. Will you have to threaten to quit every time you want to advance within this company?Accepting a counter-offer, no matter how attractive it may appear, greatly decreases the chance of maximizing your long-term career potential.
... 80 to 90% of employees leave for reasons related NOT to money, but to the job, the manager, the culture, or the work environment.
- From The 7 Hidden Reasons Employees Leave, by Leigh Branham, Amacom, NY, 2005. Based on research from the Saratoga Institute.
