Three Q's to Assess the Risk of a Counter-Offer

Typos's in CV's, being late for interviews, denying an interview prep meeting... there are a number of things that grind the gears of recruiters, however a candidate turning down a fantastic offer after weeks of screening could arguably be one of the most frustrating!

You get the chance to work the vacancy, you headhunt the perfect candidate, you screen them, prep them, coach them... your client is thrilled and makes a competitive offer.

All the stars are aligning...

Then the candidate accepts a counter-offer with their current company.

So how can you tell if a candidate is just using the new offer as a negotiation tool with their current employer? Here are 3 screening questions to ask:

1. What do you love about your current role?

Sounds obvious, but it is a key question. If the candidate says that he/she loves the work, their team, their manager and the company, then why are they with you? "I just fancy a change" will not outweigh the attributes they love.

2. What would you change about your current role?

If the main thing they would change is salary, or a step-up in responsibility, then watch out! If they are as good a candidate as you think they are, then their current employer will not let them go without a fight - and if all it takes is a 5% pay increase and a new title, they will do it! And guess what... your candidate knows it!

3. If your current company was to offer you more money, would you stay?

Regardless of the answers to the above questions, ask the candidate this question. Even if they deny it, you may be able to assess the risk of accepting a counter-offer by the way they answer the question. Maybe they haven't thought about it, which is just as risky. It doesn't mean you won't submit them to your client, but you may brief your client on this risk before they call him/her for interview.