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Counter-offer
Counter-offer
You have met the confident, assured and near perfect match to job specification and the minute they walk out of your office after the interview you can't get to the phone quickly enough to convey a job offer. The following afternoon, you are told they have been counter-offered.
That sinking feeling
Your heart sinks as you think `back to the drawing board`. You had already offered more than your budget allowed and there is just no way you can better the counter-offer financially. However, money is not the only factor convincing someone to stay, they already know their current employer, they have proved themselves, and fit in. All of these reasons make it easier for them to stay.
Use your advantage
The advantage you do have is the fact they wanted to leave for a reason in the first place. Just hope money wasn't the sole factor. It usually isn't. And, if they wanted to leave their current employer because of a lack of progression, poor promotional opportunities, an unsatisfactory office environment, a personality clash, location or scope of the role - then you might be able to turn the situation around.
Ask the help of your recruitment specialist. It may be the case that by arranging to see them again you'll be able to address the reasons they wanted to move in the first place and to reaffirm the reasons joining your company will be the right move. And of course, if all of this fails, look on the bright side - if money was the only thing they were interested in then they weren't necessarily what you were looking for anyway. You'll get someone else and perhaps someone better!
Things are not going to plan
Unfortunately there is more than one way an interview offer already accepted can go wrong. Besides being counter-offered by a current employer, in most cases, and some individuals may have interviews with more than one company. This of course means that:
- Another company might offer them a role first, meaning you don't even get a chance
- Another company might offer them more money/additional benefits
- They could play off various companies' offers against one another to try to get themselves the best deal
How can you avoid it?
Speed is a crucial factor when trying to head off counter-offer culture. Be quick, if you have seen a candidate you really like and are keen to offer, do it! The sooner you can get your offer out the better as it shows you really want them. If you feel appropriate courier a written letter rather than waiting for the post - the sooner you can get a signed acceptance letter in return. Arrange a start date as quickly as possible to steer clear of the possibility of other options coming up for your new recruit in the meantime. Listen to your recruitment specialist, and get them to help you manage the situation for a positive outcome.
Be certain
Know the candidates motivation for leaving, by asking.
Sell the position
If you are dead keen on a candidate, be sure to sell the job to them. Make sure they have no doubt about whether or not they want the job.
Anticipate the counter-offer
Anticipate the counter-offer and seek the persons’ reaction. While it’s no guarantee people will generally feel less comfortable changing their mind or letting you down if they have given you their word. Of course an easier solution would be to avoid the situation altogether. Some crucial questions to ask candidates as early as possible:
Why are you unhappy in your current position?
What have you done to address the situation?
Have you told your employer of your concerns?
What was their response?
If you are successful obtaining this position, do you expect to be counter-offered?
If so, how will you respond?
Will a monetary counter-offer only solve the problem in the short-term, meaning you will be in the same position you are now again in six months time?
Under what circumstances, if any, would you stay?
If you would not accept a counter-offer, why not?
How committed are you to your reasons for leaving?
Unfortunately, if you recruit reasonably often, you will undoubtedly come across the dreaded counter-offer. Sometimes you'll win and sometimes you won't. But, remember, you're not the first to go through it. You won't be the last.
Remember e-volve consulting can help and guide you through the recruitment process!
