How can you handle counteroffers during recruiting?

Ensure your initial offer is competitive in terms of salary, benefits, and other perks. Research industry standards and salary benchmarks to make sure your offer is attractive. Emphasize non-monetary aspects of the job, such as career growth opportunities, a positive work environment, flexible work arrangements, and other perks that may contribute to overall job satisfaction. Establish a timeline for the candidate to make a decision. This helps prevent unnecessary delays in the hiring process and shows that you value the candidate's time. Throughout the negotiation process, maintain a professional and respectful tone.

I like to ask why a candidate is looking to make a move & what made them interested in applying to that particular role/company - the answers to these can determine how interested & dedicated they are to that role/company, or if the motivator is something as simple as a higher salary. Building a rapport with the candidate helps them feel more comfortable in being honest with you. I also ask if they have any other interviews and at what stages - not everyone will disclose this information but it's good to help manage your hiring managers expectations and interview timelines. Asking a candidate how the roles compare and their level of interest can help a recruiter understand if a counter offer was given, which way the candidate may sway.

Transparency serves as the key for gaining a comprehensive understanding of the candidate, delving into their professional and personal motivations. By aligning with their values and aspirations, you pave the way to effectively address any potential counteroffers and successfully close the deal.

It's about openness, understanding what matters to them, and having a real talk about the pros and cons. As recruiters, we cannot control their final decision; however, it doesn't mean stepping back. Dealing with counteroffers can be challenging, yet what I believe can be helpful is: 1. 100% transparency and open conversation: keep it simple and talk openly about the good and not so great parts. 2. Understand their "why": listen to their motivations. Explore what truly matters for them. 3. Highlight uniqueness: highlight aspects that set the opportunity apart and address the candidate's key priorities. 4. Accept their final decision: if they refuse, respect their decision. If they accept, follow up to make sure things are going well.

There’s so much to this subject, firstly it’s important to remember candidates often don’t expect a counter offer and therefore aren’t mentally prepared for it. Those who are expecting a counter offer are always better prepared and a higher percentage of those continue with your offer. Counter offers weigh heavily on comfort factor and emotion, you need to develop a trusted relationship with your candidate and discuss this topic throughout all stages. If the counter offer is a good one you’ll need to respect that, don’t forget this is about the candidates best interests not your deal.

Everyone in the recruitment world has heard the scary stats of accepting a counter offer. Beyond the stats however, it always boils down to a couple of big point that I try to communicate to candidates: 1. If you're presented a counter offer, why did it take you leaving the company for your employer to offer you more money, better title, more responsibility, etc.? If you were worth that in the first place, it should have been given earlier. 2. Once you accept a counter offer, things will almost certainly never be the same. The trust has been breached and your employer knows that you tried to leave and you most likely will try again in the near future. Many times, this will lead to employers putting plans in place to replace you.

I would never personally opt to disclose the risks of a counteroffer to a candidate. It is their decision to accept the offer that best aligns with their needs. By ensuring they feel supported and valued, you are setting the stage for long-term success and relationships for all parties involved. This candidate may become a valuable asset in the future, so considering long-term talent acquisition is crucial.

In managing counteroffers, the second step involves educating candidates about potential risks. Highlight that accepting a counteroffer may harm their reputation, credibility, and trust with both current and future employers. Emphasize that it doesn't guarantee resolution of underlying issues prompting the job search. Studies indicate that most employees accepting counteroffers leave within a year. Share examples of others who regretted such decisions, underscoring the importance of considering long-term career goals over short-term gains.

Having counter offers suggests that candidates have thoroughly explored the market, weighing the pros and cons. I believe this is the perfect moment to engage in negotiations and concentrate on aligning with what individual is seeking for their career. As they have already taken the time to evaluate various opportunities, considering the advantages and disadvantages of each role, are now in a well-informed position to make a decisive career choice.

I always believe in educating candidates about counteroffers - and I start that process even in an initial call. As a recruiter, it's important to me to understand the true reasons that are motivating a candidate to look & to guide my candidates around that. If they are mostly happy in their current situation but are purely looking for things like more money or title change, I encourage candidates to have proactive conversations with their supervisors about these things BEFORE they go looking for a new opp and burn bridges in a counteroffer situation. This helps the employee see where they stand with their employer & gives an employer the opp to retain their talent before a candidate shows up with another offer and they react in panic.

The third step in addressing counteroffers involves building rapport and trust with the candidate. Transparency, honesty, and respect are key. Demonstrate genuine interest in their goals, aspirations, and concerns. Offer feedback, support, and guidance to establish yourself as a trusted advisor with the candidate's best interests in mind. This approach not only fosters trust but also creates a positive impression of your company culture and values throughout the recruiting process.

Building rapport and trust with candidates is crucial to minimize the likelihood of counteroffers and ensure a smoother recruiting process. Few strategies which I feel will work are active listening, transparent communication, share success stories, emphasize the organization's values and work culture, gighlight unique selling points andencourage Two-way conversations.

Relationships matters when it comes to recruiting. If a candidate rejects your offer due to a counteroffer please keep in mind that everyone is looking for their best interest. If it is not the offer right now it may be in the future ahead?

Building trust starts with the very first call with a candidate. Just be honest and transparent with the candidate (including potentially challenging aspects of the role or interview process) and then have honest dialogue about the different options a candidate may have in terms of offers. At the end of the day, you want to enable the candidate to identify the best opportunity for them even if it is not the one that you are facilitating. A candidate taking the "wrong" offer will hurt both them as well as the company in the long run. Encourage the candidate to have a career conversation with you that looks into the distant future and not just what's right in front of them.

if the candidate trusts you and is excited to join your company the process will be smooth. Not all candidates look for bigger paychecks, most of the time they are looking for companies that threath them well and have a good work culture

From the current employer's perspective, creating a sense of urgency and excitement around candidate counter offers is important because it increases the likelihood of retaining valuable employees. It gives candidates more negotiation power and can lead to better terms. It also boosts the candidate's confidence and commitment to their current employer. Ultimately, it improves job satisfaction and long-term retention within the organization.

When dealing with counteroffers in recruiting, it's crucial to amp up the enthusiasm. Highlight the perks, challenges, and growth tied to the role. Paint a vivid picture of the impact they'll make, the recognition they'll receive, and the team they'll be part of. Introduce them to their future colleagues and share success stories. By building a sense of urgency and excitement, you'll inspire them to jump on board swiftly. Make the opportunity irresistible, and they'll be more likely to choose your offer over any counteroffers.

Emphasize the unique opportunities that come with the role. Discuss the potential for personal and professional growth, the impact they can have in your organization, and any immediate projects they would be involved in.

When a candidate receives a counter-offer, it can be tempting to stay put. However, as an employer, it's important to redirect their focus back to the positives of your opportunity. Remind them of what they've been looking for & how your opportunity ticks those boxes. Highlight any relevant benefits including increased salary, flexible working conditions, additional entitlements, and career progression opportunities. Also, if it is the truth, reassure them that it is the right move for them both personally and professionally. Creating a sense of urgency and commitment is important. Let them know that the client cannot wait forever and that a response is needed ASAP. Commit to a timeframe for a response and follow up accordingly.

Es ist sehr wichtig, dass wir unsere Interesse an den Bewerber stark bekunden und ihm/ ihr die M?glichkeit geben, sich ein pers?nliche Meinung über das Unternehmen, Personen und der Rolle zu bilden. Wenn eine pers?nliche Beziehung aufgebaut werden konnte, wird der Bewerber eher offen sprechen und seine Bedenken ausdrücken. Man sollte allerdings auch nicht verzeifelt rüberkommen, da der Bewerber das Gefühl bekommen k?nnte, dass er der einzige Fit ist, mehr einfordert durch seine Ausgangslage oder dass das Unternehmen nicht so beliebt auf dem Markt ist. Angebote sind zeitlich begrenzt, damit der Bewerber nicht auf sich warten l?sst, eine Dringlichkeit schafft und man in der Zeit andere Bewerber sprechen kann.

Counteroffers are accepted when the candidate is beyond superb, and having that person leave is not going to be good for a company- so they will do whatever is necessary to keep them. Another potential reason is Recruiters, HR and hiring managers did not do a good enough job wowing them during the process when they were more of a passive candidate. In either situation, convincing them that a counteroffer is career murder, doesn't always work well and can actually be counterintuitive based on the person. Whatever is meant to be is meant to be, we can't force things or else you may get last minute emails stating, "I am not starting tomorrow". Sometimes, this "fall off" candidate can become a client or source to find more - so stay positive!

Once the candidate verbally agrees to the offer, proceed promptly with the formalities. After acceptance, keep in touch to assist with their transition, reinforcing their decision and smoothing out any uncertainties.

When it comes to handling counter-offers, gaining a candidate's acceptance is crucial. Verbal acceptance is a good start, but it's important to put the offer in writing & have them confirm via email. Once you have both, you can safely assume that they are committing to moving forward with your opportunity. It's also important to remember that accepting another offer when a counter-offer is in play is a big decision for anyone. As a recruiter, it's essential to follow up with the candidate & consider offering assistance with their resignation letter or counter-offer refusal notice. Empathise with them, hold their hand through the process & stay in constant contact. Aim to make the hiring process as smooth as possible for everyone involved.

Counteroffers are tough because talent is so hard to find, so it’s not surprising that the current employer would want to try and keep them. But it really never works. In my 28 years of search, only one made it past 18 months with the current employer. Reality is, the reason they entertained something new to begin with doesn’t go away, it just gets temporarily masked by the “wooing” during the counteroffer phase. So we draw upon that experience to explain what has transpired in the past. We certainly don’t save them all, but if they trust your heart is truly about them and not just collecting a fee, most will understand your concerns for the decision to stay.

The counter-offer conversation really should not take place at the end of the process. Managing a counter-offer starts in the very first conversation with a candidate. I usually take the direct approach and ask point-blank - how would your boss react if you resigned? This sets the stage for them to be mentally prepared that a counter scenario could happen and also gives me a better idea of their determination to leave or if they were merely testing the market. As part on an ongoing conversation, ask this question at every stage of the interview process. Provide practical advice and support to the candidate during the resignation meeting and how they shouldn’t entertain the subject on a counter-offer and manage the exit professionally.

Handling a counter-offer does depend on your relationship/trust with the candidate - if you are genuinely being consultative and have their best interests at heart, you will be able to advise the candidate to make the best decision. Take the time to identify their emotional drivers, life situation, as well as short term vs long term career aspirations. Re-assess their motivations from when you initially met them and ideally have this conversation with the candidate face to face. Be responsible and fair, don't play tricks, it's someone's life and career - give them all the information they need to make an informed decision, even if they don't go with your offer - atleast they will respect you for actually caring.

In my experience the best way to handle a counter offer is to address and evaluate the competitiveness of your initial offer against industry standards and adjust if necessary and by this way we can eliminate the concerns.

While accepting a counteroffer is often discouraged, as financial incentives may not address the root causes of a job search, there are exceptions. I once worked with a candidate who loved her current company but sought external opportunities due to a lack of growth. On the day she planned to resign, her boss was terminated, leading to her promotion and a $30,000 pay increase. In this unique case, staying proved beneficial. However, it's crucial to recognize that counteroffers are rare exceptions, and their effectiveness is limited in addressing broader job satisfaction issues.