Encountering Counter-Offers

1. R e c r u i t i n g E x c e p t i o n a l T a l e n t & P a s s i v e C a n d i d a t e s
Julie Roth, Recruiter  1 847 962 1333  Julie.F.Roth@att.net  www.LinkedIn.com/in/JulieFreundRoth
WINNING THE WAR ON TALENT:
ENCOUNTERING COUNTER-OFFERS
BY: JULIE ROTH
Consider the current estimate that 40% of candidates receive a counter-offer from their current employer. If you assume you’ll encounter counter-offers at the onset you can follow simple dos and don’ts to preempt disappointments.
Always Treat Candidates as “Honored Guests”
Remember, there is extraordinary value of courting candidates. Be respectful of their time and sensitive to their needs. Use etiquette, make them feel they are your one and only. The details make the difference and make them want you.
At the start, ask “why?”
Individuals are often approached to explore new opportunities. Resistance or open- mindedness can stem from a variety of motivations. In the process of building the relationship your search professional should ask why the opportunity may be of interest or not. Taking note of the answers will reveal highly important clues that will become paramount if and when the deal is to close. Prospective candidates may need to be reminded and re-motivated to take the new role.
Make the candidate feel good, wanted. At every stage, even after the offer is extended, accepted and the employee starts, you and your company should continue to reach out to the individual to feel wanted. Nobody within your company should be cocky or egotistical to not reach out. The hiring executive should call the candidate once the offer is under consideration and evaluation and re-sell the opportunity. A simple telephone call to reinforce the decision can maintain the connection the candidate has made with the company. You must make time to let them know.

2. R e c r u i t i n g E x c e p t i o n a l T a l e n t & P a s s i v e C a n d i d a t e s
Julie Roth, Recruiter  1 847 962 1333  Julie.F.Roth@att.net  www.LinkedIn.com/in/JulieFreundRoth
The weeks between offer acceptance and the 1st day on the job can be a critical time period. It is a time when some candidates second guess their decision, become vulnerable to a counter offer or pressured to interview for another job. A candidate we know of who had accepted an offer of employment didn’t hear from his soon-to-be employer after signing the documents. This distance opened the door for the candidate to accept a counter offer from his current employer. Continued connection, kudos and stroking of ego are a strong emotional human connection.
The ONLY candidate. In addition to making the candidate feeling wanted; make them feel as if they are the one and only. With the war on talent brewing, the company may be having a tough time filling a specific role. Don’t appear too desperate either. Potentially, this could lead to a candidate taking advantage of the situation.
A representative within a company told a prospective candidate there were 2 offers extended and declined. This information made the candidate feel like a 3rd choice and provided cause for concern which ultimately resulted in the offer being turned down.
And, if you are the Candidate
If the tables are turned and you’re the one being lured by your current employer to stay after a resignation, there are a multitude of reasons why not to give in to the enticement. First and foremost, you were previously not being valued at market worth. Secondly, you have now created uncertainty about your long term loyalty. Remember the reasons why you were intrigued to explore the new opportunity in the first place and consider the lack of change in environmental conditions. If I were coaching you, we’d review both opportunities (role, responsibility, function, level, industry, scope, scale and financial rewards) and determine which one builds your resume and professional toolbox best.
Companies are increasingly not the only ones in the driver’s seat. In this day and age when good talent is hard to come by, it is important for companies to treat all candidates correctly. The details make the difference and make them want you. In the end, you’ll attract the good talent and ultimately get a quiet reputation to be the desired place to work.