Finally getting your top candidate to accept your job offer can be very exciting. But that buzz dies pretty quickly when they come back to tell you their current employer has counter-offered… and they’re considering it. While we often do everything we can to entice a candidate to accept, we cannot avoid the few occasions where they are tempted by a counter.
Here are five things you can do to increase your chances of securing your new hire.
Start building a relationship with the candidate from the first interview
We have noticed counter offers are less likely to be accepted when the candidate has built a strong relationship with the hiring manager throughout the interview process. This is probably one of the easiest ways to lock in a candidate, and we suggest all hiring managers provide an email or mobile number to candidates to remain accessible for questions or concerns.
Secondly, don’t forget how important touchpoints are with the candidate as they progress throughout the interview process. These check-ins allow you to manage any concerns they may have early. Always remain positive, honest and enthusiastic when speaking with the candidate, and emphasize how excited the team is for them to come on board.
Finally, after the offer has been accepted and the contract has been signed, remember to wish them good luck during the resignation process, which is always a difficult time for the candidate. If you know exactly when they are planning on submitting their notice, it’s never a bad idea to flick them a quick message a day or two after to check in and make sure the resignation wasn’t too stressful or unpleasant for them, and offer reassurance if needed.
Understand the candidate’s career progression, and don’t forget to sell the opportunity
We find a lot of hiring managers spend the majority of the interview process screening the candidate’s background and suitability for the role and the company culture. That’s all valid, but with the talent crunch these days, candidates also need to be sold on the job opportunity and career opportunities.
We suggest asking candidates about what motivates them in their career, and what their future plans are over the next few months and years. This will help you work together with the candidate to plan a career road map for them, and not only present the job opportunity in a way that’s exciting and relevant for them, but also establish yourself as a nurturing and caring hiring manager.
Don’t give a crappy offer
Let’s be honest, there will always be budget considerations. However, if you already know from the start of the conversation that the candidate’s expectations are well above what you can provide, then it’s better to be upfront and see whether or not the candidate is still willing to progress.
As the saying goes, honesty is the best policy, and this cannot ring more true than during a salary negotiation. Not being transparent with your candidate doesn’t only waste everyone’s time but also leaves a poor impression of you and the company on the candidate. Remember, poor interview experiences can spread very quickly via word of mouth, so remain upfront and professional in this instance.
Broach the topic of counteroffers directly with the candidate
As external recruiters, we tackle this topic with candidates very early in the process. Both candidates and hiring managers should expect the current employer to make a counteroffer. Don’t shy away from asking the candidates how they would feel if they received a counteroffer, as this will prepare you for any awkward conversations in the future, and also give you a pretty good idea of the candidate’s career motivations.
Keep in contact between the offer and start date
Often a candidate will serve between a one to three-month notice period. A lot can happen in those months! As external recruiters, it’s our job to keep in contact with those candidates to ensure that everything is okay because we know sometimes, a current employer remains determined to change the candidate’s mind and incentivizes them to stay.
We all know it is much easier to counter offer an employee and keep them in their current role, then it is to go out to market to find and train someone new. So, like we said before, hope for a smooth transition but also expect your candidate’s current employer to do everything possible to try and keep them on board.
We hope this has helped you think about counteroffers from the candidate’s and their employer’s point of view, and help you prepare better.
Good luck in the recruiting process, and remember to follow our LinkedIn for more hiring advice.