Unofficial offers gain value by trading certainty against the potential of fear, thereby obscuring the best possible state of affairs. We must trust that everyone - other applicants as much as other houses - cares about one another, as well as community, more than the mere notion of having a “staff position.” It is out of fear that we resort to the system of unofficial offers in order to counter this fear we must learn to trust each other. Such fear however is the inverse impression of the care that both applicants and houses feel for the communities they represent. The staff application process is ingrained with fear: applicants fear they will not get a position houses fear that they will not get the best possible staffs. We now move on to consider the more insidious social influence of unofficial offers, an influence that complicates the staff selection process. As much as we at Synergy oppose an unquestioning adherence to the system of law under the assumption that mere rigor is a proxy for justice, we believe that only by mutually supporting a fair and equitable system - the Match - can we achieve the best possible outcome for houses, applicants, and residents-to-be. This is a mathematical statement about the algorithm, not an abstract belief or hope. We do not have time to work through the logic of the match process in this opinion - so we state here our conclusion explicitly: it does not help either party to establish mutual rankings before the match ( the entire function of unofficial offers). While arguments against the latter use are obvious and (we hope) may rest unstated, we also wish to argue against the ostensibly well-intentioned former. Second, the unofficial offer is often used nepotistically to give positions to “preferred” applicants, most often friends of the current staff.
We offer applicants excellent opportunities for career progression working with a dynamic company with excellent growth plans in a highly buoyant marketplace.Synergy will not be giving unofficial offers this year, and we hope other houses will join us in this policy.Īfter an extensive discussion within our team and consideration of each of our experiences through staff selection, we have concluded that arguments in favor of unofficial offers cluster around two main points, both of which we believe are ultimately fallacious.įirst, proponents of unofficial offers may feel that the “system” introduces faults and uncertainty in the process of staff selection, ultimately hindering the creation of the best possible team. We are always on the lookout for talented and ambitious people who take pride in what they do and recruit staff at all levels of the construction industry from Marketing, Finance, Administration to Cost Consultancy, Project Management and Building Surveying.
Inclusion is important to our business and we are proud to have a diverse work force with people from a wide range of cultural, and educational backgrounds. This staff loyalty enables us to inspire and pass on the baton to the young professionals who will become the next generation of our practice.
Staff at Synergy go above and beyond with many of our staff being with the business for over 15 years. We are committed to the development and training of all our employees and offer all staff a rewarding progressive career.
Our employees are the face of the company and as well as providing expertise and experience to our practice they also are responsible for conveying our values and ensuring our high client loyalty levels are maintained.
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