OK, picture this:

OMG, you’ve just received an offer for a new job, told your significant other about how the future will change, shared with your closest and family how proud and excited you are about the changes coming, then had a fabulous night sleep dreaming of your new team.

Then, the employment contract lands in your email. Excited yeh. Grab a drink, sit down to read it, and suddenly you’re filled with dread. There is so much missing, the rate is different. What the f#@&!!!!

The excitement of receiving a job offer can quickly turn to frustration and disappointment when you realise that the employment contract doesn't align with what the recruiter promised during your conversations.

Unfortunately, such discrepancies are not uncommon, and they can leave you feeling betrayed and uncertain about your future, and in the scenario above, perhaps even a little embarrassed. Then, the anger settles in. Bloody recruiters!

However, it's crucial to remember that there are steps you can take to clarify the situation and make an informed decision. In this article, we will explore the frustrations and disappointments that come with such discrepancies and outline seven steps you can take to address them effectively.

The Fallout - Frustration and Disappointment

Misaligned Expectations: It's frustrating to find discrepancies between what a recruiter assured you and what's laid out in the employment contract. For example, a recruiter may have promised a role level, specific salary or benefits package that is missing from the contract.

Broken Trust: Such discrepancies can erode the trust you had in the hiring process and the company. Trust is the foundation of any employment relationship, and when it's broken before you even start, it can be hard to regain.

Uncertainty: When contract that doesn't match your expectations can leave you feeling uncertain about your role, responsibilities, and compensation. If you take the role offered, on the promise, that you will be working towards what you originally discussed with the recruiter (after all, you want to progress hey), this uncertainty can affect your motivation and job satisfaction from day one.

Reviewing the Interview

OK, so what went wrong? Did your excitement for a brighter future cloud what you were hearing? Were they painting a picture and saying things just to get the job filled and their commission of KPI’s met? Did they paint future potential instead of actual placement? Did they flat out lie to you? Did they really care that this is, damn it, your future!!!

Often, we’re so enthusiastic and wanting to know more about the job and present ourselves as the ideal candidate, that we don’t really ask enough questions, and then ensure that the interviewer actually answers them. Often there is so much conversation, that you really need to check your questions have been answered with absolute clarity. Go into the interview prepared so you can gain a deep understanding of the position, its rewards and the company’s motivations. Of course, you really want to know about the package, but don’t want to be seen as only wanting to know about money. If you simply break it down to three things:

• The role: The position you will enter the company at (nor a promise for the future, but today), level of responsibility, expectations of you, day to day responsibilities;

• The reward: Don’t hesitate to delve into the rewards package, including salary, super, benefits and any performance related incentives. Talk about overtime can be flippant, ask questions to clarify what the ‘package’ will be, not the potential they’ve heard if you work for the company you may get in the future;

• The reasons: What are the company’s reasons for hiring? What is their culture (if the recruiter doesn’t answer this specifically with examples, they don’t know and are fudging a general answer)? What are their goals, priorities? Does the company have solidity in the market (building contracts in place for the future)? What is their company policy around career growth and professional development? Does this match your reasons for changing – your aspirations and values. Will this be a mutually beneficial move?

Interview the Interviewer:

I suggest that it is respectful and intelligent to interview the interviewer. Of course with confidence and professionalism, and this will help you identify whether the recruiter is solid or suspicious. I’ve heard others say of an interview with different recruiters: ‘I don’t feel he/she really knew her stuff, so I’ll wait to see if the contract matches the chatter’.

1.      Stay Professional: Remember that the interview is your opportunity to learn more about the company and the role, and for the employer to evaluate your suitability. Maintain a professional demeanour and focus on showcasing your skills and qualifications, and also your focus of mind and negotiation skills in asking good questions.

2.      Ask Clarifying Questions: During the interview, you can tactfully ask questions that seek clarification on the discrepancies you've identified. For example, you can say, "I want to ensure I have a clear understanding of the compensation package. Can you provide more details about the benefits and bonuses mentioned?"

3.      Seek Alignment: Express your interest in aligning expectations. You might mention that you've been excited about the role and want to ensure that both parties have a clear understanding of the terms of employment. This demonstrates your commitment to open communication.

4.      Listen Actively: Pay close attention to how the interviewer responds to your questions about the discrepancies. Their answers can offer insights into the company's approach to such issues and its willingness to address them.

5.      Evaluate the Responses: Consider the responses you receive from the interviewer. Are they willing to address your concerns and provide clarifications, or do they evade the questions? This can help you gauge the company's commitment to transparency.

6.      Discuss Expectations: If appropriate, you can diplomatically express your expectations regarding the employment terms based on the recruiter's assurances. Be clear about what you were led to believe and ask if there is room for negotiation or adjustments. Not in the future, sometime, if you prove yourself. But now.

7.      Be Patient and Respectful: Maintain patience and respect throughout the interview. Remember that the interviewer may not have been aware of the discrepancies and may need time to consult with HR or other relevant parties to provide accurate information.

8.      Assess the Company Culture: Pay attention to the company culture cues during the interview. How the interviewer addresses your concerns and communicates with you can offer valuable insights into how the company handles discrepancies and values its employees.

9.      Gather Information for Your Decision: Use the interview as an opportunity to gather additional information about the company's culture, work environment, and the role itself. This information will help you make an informed decision about whether to proceed with the job offer if extended.

10.  Follow Up After the Interview: If is perfectly ok, and at times the only responsible thing to do, is to get back to you after a recruiter has had to clarify something. After the interview, consider sending a thank-you email expressing your continued interest in the role and requesting any clarifications needed that were discussed and updates on the employment terms. This shows your proactive approach and eagerness to address discrepancies.

What if it goes wrong?

The first step in addressing contract discrepancies is to gather all relevant documentation. This includes emails, written offers, and notes from your conversations with the recruiter. Having a paper trail will be invaluable in resolving the issue.

Seek Clarification: Schedule a meeting with the recruiter or the HR department to discuss the discrepancies politely and professionally. Share your concerns and ask for clarification about the differences between what was discussed and what's in the contract.

Request Amendments: If there are discrepancies that can be rectified, don't hesitate to request amendments to the contract. For example, if the promised signing bonus is missing, ask for it to be included. A willingness to negotiate demonstrates your commitment to the role.

Talk to Current Employees: To gain insight into the company's work culture and the experiences of current employees, reach out to them discreetly through professional networks like LinkedIn. They may provide valuable information about the company's practices.



Assess Your Options: While it can be disappointing to find discrepancies in your employment contract, it's essential to assess your options objectively. Consider whether the position and the company align with your long-term career goals and values. Sometimes, a minor contractual difference might be worth accepting for the right opportunity. Sometimes, you can negotiate a time-based arrangement if there is room to prove yourself with specific KPI’s – but get it in writing!!!

Conclusion

Discovering that your employment contract doesn't match what a recruiter promised can be a disheartening experience. It's crucial, however, to remember that you have the right to clarify the situation and ensure that your employment aligns with your expectations. By following the steps outlined in this article, you can improve navigating these discrepancies professionally and make an informed decision about your future. While initial disappointments can be discouraging, they can also serve as an opportunity to demonstrate your commitment to the role, the clarity of your mind, and your negotiation skills and establish a solid foundation for what should be a mutually beneficial move.

Our Superpower

Our leading 'superpower' is attracting and retaining quality team members who share our values of honesty, integrity, diligence, and service, allowing us to deploy quality team members on client sites quickly.

Our team member's superpower is being motivated, prepared and ready to enthusiastically contribute to the projects at hand, more than just a pair of hands.

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Read other informative articles for both employers and workers at: https://www.siteforcerecruitment.com.au/blogs

Chantal Penny is the Director with Superpowers of SiteForce Recruitment. A thought leader in the industry, Chantal, based on her expertise and industry perspective, offers unique guidance, inspiration, and influence in the industry.

At SiteForce Recruitment, we specialise in labour-hire and permanent recruitment in the construction industry. We are committed to valuing people, safety and well-being, collaboration, trust and, of course – results!

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