Risk vs. Change Adverse
Why are candidates reluctant to accept job offers?
There was a time in U.S. history when the job you began right after high school or college was often the one you stayed with until retirement, 40 years later with a pocket watch and a company party. Those days are gone. In 2022, the average employee tenure in the U.S. was 4.1 years. For a strong C-suite executive, having worked their way up through the company ranks for 20 plus years, the thought of changing jobs in 2024 can be daunting. Some might even say paralyzing. If a potential candidate is dragging their feet, on what appears to be a “no-brainer” career opportunity, it’s important to identify and address their concerns.
Deciding to accept or decline a job offer can be a challenging and stressful task. Many candidates grapple with two primary mindsets: risk-averse and change-averse.
The risk-averse mindset involves hesitancy to leave a current position due to the uncertainties and potential challenges of a new role. This mindset is often driven by fear of failure or concerns about the future. While this caution can prevent potential disappointments, it may also mean missing out on valuable opportunities for growth and career advancement. Key considerations for those with a risk-averse mindset often include compensation, job security, work-life balance, and alignment with personal values.
On the other hand, a change-averse mindset involves reluctancy to step out of familiar environments and embrace new challenges. This mindset can be fueled by fear of the unknown or discomfort with starting over. Although resisting change may offer temporary comfort, it could also limit exposure to new experiences and opportunities that would be beneficial in the long run. Change-adverse candidates often worry about losing their current status or struggling to adapt to a new role.
Questions Candidates May Be Asking Themselves
It's important to remember that neither the risk-adverse mindset nor the change-adverse mindset is inherently right or wrong. There is not a one-size-fits-all answer, as each Candidate’s situation is unique. However, both mindsets share one universal and timeless human fear—the unknown.
A candidate’s ultimate decision to accept or decline a job offer will be based on their own evaluation of personal and professional goals, as well as a realistic assessment of the potential risks and rewards. By aligning career aspirations with personal values, candidates can make more informed decisions with confidence. No one benefits from a candidate accepting an offer only to second-guess their decision later.
The Overture Group works with clients to understand the potential hurdles a candidate may be facing after an offer is presented. Our knowledge and experience help to address those concerns. In the end, we believe that open and honest communication with a candidate is the best path to a long-term and mutually beneficial relationship.