THE COUNTER OFFER

It’s really important to pre-empt the counter offer throughout the process starting with the pre-screen. If the candidate expects a counter offer and they receive it, then it loses its impact. If they don’t receive one, then they are annoyed as they don’t feel valued. Throughout every conversation you need to be wary that retention of talent is becoming ever more aggressive and you always need to be asking “what can your current company do to keep you”.  

BEGIN AT THE PRESCREEN

Have they talked about their issues with their manager? 

What if they fixed their push factors? Would they stay? If it’s a yes then they should talk to their manager, if no, why? 

MAKE A JOKE OF IT

Everyone now gets counter offered as it buys them time to find your replacement 

 

80 out of every 100 people that accept a counter offer leave within 6 months  

 

Assume it’s such a given that they would never accept a counter offer as they know recruitment (permanent consultants experience counter offers more than contract consultants do) 

72% of the time, promises made at counter offer are broken within the first 3 months 

 

People are scared of the unknown so cold feet is very common. Handing in your notice is like ending a bad relationship, you know you must do it but it’s still very difficult to do.  

 

It’s never a good time for the candidate to leave their current role as it is unlikely that there is going to be a replacement waiting in the wings, so the employer is going to act in a manner that will benefit them and not the candidate.  

 

People that hand in resignations will always be resented by their colleagues, they will be seen as a “traitor” and if the candidate does accept the counter offer the relationship between the candidate and their colleagues will always be strained. 

 

The current employer will make the candidate feel guilty about leaving them in the lurch without a replacement and encourage them to stay. 

 

The current employer will try to match or beat the opportunity put before the candidate, but if they really wanted them to stay this would have happened before. The salary you are on at the moment is what your current employer thinks you are worth, they shouldn’t have to be influenced by a competitor to pay more.  

 

The business knows just as well as you do the chances are, the candidate will leave anyway down the line as inherent problems never get fixed, however, it buys the business time to find a replacement and suffer as little disruption as possible. 

 

The clients you represent are very entrepreneurial and very desirable businesses to work for, if the candidate doesn’t start you can bet that there will be a lot of candidates that will want that role and the opportunity could be gone forever (FEAR OF LOSS). 

PLAY ON THE PUSH AND PULL FACTORS

Make them hate where they work and their boss 

Make them love your client 

REMEMBER, TIME KILLS ALL DEALS

Don’t give the employer time to react or time to pre empt the candidate handing in their notice as they may attempt to rectify their issues.  

Make sure you push the candidate and the client to move as quickly as possible in order to reduce the risk of this happening 

The slower the process the more time the candidate has to think / put themselves off the opportunity 

 

Speak to the candidate seconds before they hand in their resignation (re sell the role / push & pull factors) and offer advice. Make them think that it’s a gateway to new beginning 

 

Speak / meet the candidate straight after they hand in their resignation