What should you do when your candidate has received a counteroffer from a current employer?
The ideal candidate? The fact is that there are some industries where briefly getting a candidate with years of experience is at a premium. In this case, it is not the man who is looking for a job, but the job is looking for a man. As a result, it is the recruiters who are outdoing themselves with attractive employment offers, just to entice the candidate to be tempted by their proposal. When everything seems to be heading to a happy ending, you think you've secured the team member of your dreams, suddenly it turns out that on the last straight before signing the contract, he gets a counter-offer from his current employer. Because of this - is there anything you can do to influence a potential employee's decision-making process?
Recruitment is a tactical game - always act in advance
In short, the recruitment process of securing a valuable employee is always a huge challenge. Under these circumstances, recruitment cannot be approached as a one-time event, especially when recruiting a specialist in a niche industry. Contrary to appearances, it's a complicated undertaking that doesn't always garner success every time. In truth, the best-planned recruitment strategy that incorporates all the essential elements (these include an inviting offer, negotiating with the candidate to develop a compromise, being responsive to the candidate's needs) may not be enough to celebrate success.
When your dream candidate has just handed in his notice at his current job can you talk about success? First of all, it's still too early to open the champagne. In fact, there is a high risk that he will receive a lucrative counteroffer from his current supervisor. If you want to have a real impact on what decision is ultimately made plan your actions. In fact, use the entire recruitment process to prepare the candidate for such an eventuality. From the moment you start recruiting, you will have enough time to convince the potential employee that no other offer can compare with the proposal made by your company. For this reason, do everything you can to minimize the risk of accepting a counteroffer.
Find out why the candidate really wants to change jobs. You will gain a tactical advantage
Generally speaking, various motives can provide the impetus for a change of employment. This means that your task will be to scout the terrain. If it turns out that the only motivation that drives a candidate to change jobs is the question of salary, then unfortunately, but you are treading on very slippery ground. In such a case, once a counteroffer is made, it is very likely to be accepted. The current employer, wanting to retain a valuable employee, will have no reluctance to offer a higher salary.
Such a diagnosis of the situation, however, does not put you in a losing position. As an experienced recruiter, you probably know that factors related to salary are rarely the only impulse driving a to change jobs. Perhaps your candidate doesn't realize the other benefits that will result from the new situation? Consistently drone on about the topic, ask questions about the level of satisfaction with the current job, the prospects for growth in the current company. Also ask about more mundane issues, such as how long it takes to get to work, and whether there are organized trips to better integrate the team. Also son what requirements and visions of future career development your candidate has. Reassure him or her that making the decision to change jobs is the best option he or she can use at the moment.
The candidate should be taken care of as best as you can. Let him know that he has an ally in you
The recruitment process is very stressful, even for a person who has already had the opportunity to work at several different companies. Everyone is stressed - both the young fry and employees with vast experience, for whom headhunters are in a constant battle. A recruiter therefore faces a very responsible task. You have to plan the whole enterprise down to the smallest detail. The more smaller skirmishes you win, the better chance you have of achieving ultimate success. Even if a ceasefire negotiation takes place and the candidate receives a counteroffer, the right tactics will allow you to win the entire duel.
First, in general, gain knowledge that will help you understand the needs of the person hired for a particular position. Do thorough research to know what salary to offer, what specific duties will be assigned, and what the prospects for career advancement are. With such information, you will create a precise recruitment offer that may be of interest to those considering a job change.
It is also important that you are in constant contact with the candidate at each of the recruitment stages. In short, be open. Especially to his needs, make sure the next steps are understood by him. Get involved in the relationship. Let the candidate feel that he can rely on you. Building trust isn't easy, but it can prove to be the tongue in cheek when a potential employee is faced with the decision to accept or reject a counteroffer from his current employer.
Practice different options - prepare the candidate for the possibility of a counteroffer
Once you have gained the candidate's trust, take care to prepare him for the possibility of receiving a counteroffer. Of course, start taking action after you get assurances from him that he is determined to accept your offer. Remember to act in advance. You need to practice different scenarios even before he gives notice. Don't be afraid that the mere vision of receiving a counteroffer will panic a potential employee. In conclusion, take care of his sense of worth, and no promises of a higher monthly transfer amount will be able to make the candidate change his decision.