Counter Job Offer

 

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Counter offers are part of the package of recruitment.

However, how can you counter the counter offer?

Here are my 5 steps to doing that:

1) Uncover your candidate’s motivators:

Every candidate will have their own specific reasons for looking to change jobs (lack of career progression/ challenge/ support from management/ compensation etc) and your first priority should be to discover AND qualify exactly why they are looking to leave their current employer.

Remember, don’t take their reasons for face value! Qualify their reasons by discussing them in more detail and asking probing questions to dig deeper into why they really feel that way. Keep notes and document this important information as you can use it in the future to remind the candidate of their original motivations.

This is an important step as not only does it give you more control in a counter offer situation, it also gives your more insight into the candidate and what really makes them tick.

What if the candidate is primarily motivated by money?

That’s ok! At least you now know so you’ll be extra alert to the heightened risk of a counter offer situation.

I’ve successfully placed dozens candidates whose main motivator is money – sometimes it can make it make the candidate easier to close as the motivation is black and white. Again, dig deeper and find out the specifics about their compensation requirements and the shortfall at their current employer. This information can be used to your advantage during the offer process.

 

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