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The recruitment process is lengthy and arduous and takes a great toll on both potential employer and employee alike. Unfortunately, it is a sad fact of life that a significant number of job offers do not result in the right candidate being hired. In some cases this failure occurs at the last hurdle, the resignation stage.

There are a number of ways of ensuring that you make the transition with the least possible aggravation. Here are some ideas:

• Is it time to go?
  It may seem obvious but some people find themselves swept along by the recruitment process and do not spend sufficient time examining their current employment circumstances. This is particularly so where the ego boost from a direct approach from a potential employer serves to suspend rational thought. It is worth spending time to be absolutely sure that the seam of opportunity is worked out at your current firm before choosing to make a move.
  For some candidates this is not an issue. Either the current job is so unbearable that they cannot see themselves staying under any circumstances or they have clearly rationalised their decision to leave. Try to get in to the latter camp before you seriously consider another opportunity. It will save much heartache in the long run.
  
  
• Is the new opportunity the right one?
  It may seem blindingly obvious but you do need to do your own due diligence. Time spent now asking the right questions, speaking to people who have worked for the organisation in the past can put you on to a valuable inside track. Helpful when making such an important decision. Don't consider resignation until you are 100% certain that the new job is right for you.

The practicalities of resignation

Having made up your mind to leave it is worth considering a few pretty obvious points.

Firstly, make sure that you write a clear and concise resignation letter. Many people make a verbal resignation. This is a mistake. It gives the impression that you might be open to discussions or counter offers. The written resignation clearly states that you are leaving, that you are leaving now and that you have put sufficient thought in to the process to put pen to paper.

Secondly, timing is important. The best time to resign is last thing on Friday. Provided that the individual to whom you need to present your resignation is around you will be able to keep the meeting brief. Make sure that you have another meeting or engagement out of work to go straight on to and tell your boss this when you present the resignation. It is important that your resignation sinks in over the weekend.

Thirdly, resist the invitation to discuss matters further. If you have really made up your mind to leave then further discussion is irrelevant and a waste of time. Many employers faced with the departure of a valued member of staff will try to play on your genuine feelings of loyalty, set up interminable meetings with senior management under the guise of an exit interview. Do not be fooled, this is often just buying time whilst they consider how to keep you or how to replace you!

Finally, resist the temptation to say where you are going. It is sufficient to say that you are prepared to tell your employer but not until after you start your new role. This information is personal to you. Your employer wants to know because they want to undermine your belief in your prospective career move. Do not allow them to do this.


Dealing with a Counter-Offer

Many candidates are put under pressure by a counter offer following their resignation. This is becoming more common as the market for good people gets tighter and tighter. It is very flattering when it happens but bear in mind that ultimately a counter offer is there as an attempt to preserve your employers business and not to enhance your own future prospects. It is worth remembering a couple of points when you are made a counter offer;

• If your employer thinks you are so valuable and important to the team why did you have to resign in order to be made a counter offer of more salary, bonus and responsibility?
  
  
• Your employer will try to make you feel very special. However, the fact is that any valued member of staff will be put through the same process. Firmly and politely resist the pressure.
  
  
• If you allow yourself to be 'turned' then your employer will eventually extract their pound of flesh in exchange for your statement of disloyalty. The statistics show that a significant majority (nearly 9 out of 10) people who accept counter offers have left within 12 months. Save yourself the aggravation and stick to your original decision.

If you follow these guidelines you are likely to have a trouble free resignation process. You will probably also preserve your relationship with your ex employer. We all know that the City is a small place and that it does not pay to make enemies. We all respect individuals who are clear in their minds about what their future objectives are. If you are in any doubt about your resignation decision it is better to talk to your recruitment consultant first. A botched resignation is bad news for everyone.