Recruitment Process: Counter Offers Must Be Discussed!

There are common issues that can derail the placement process. New recruiters need to know what lies ahead and prepare themself to address these pitfalls before problems arise. There are at least 15 reasons why it's unwise to accept a counter offer. This topic must be discussed several times before any employment offer is extended to a candidate.

If a candidate has sound motivations to change positions a counter offer will not resolve the basic problem. Most often counter offers serve to shores things up temporarily. Surveys and statistics show that within six months an employee who accepts a counter offer will leave that company anyway. Don't lose a placement because of a counter offer!

Two consequences of accepting a counter offer are:

1. The company now knows a candidate is unhappy. Counter offers tend to create resentment and a candidate who accepts one will be seen as having questionable loyalty. Down the road when it's time to promote someone those with unwavering loyalty tend to get promoted first.

2. In tough economic times if a company decides they need to implement an austerity program, it's easy to cut those who were thinking about leaving anyway.

Recruiters who are equipped with all the reasons why accepting a counter offer is a bad idea are in the best position to talk about these perils with candidates who already trust them. When the time comes for a candidate to resign, it's important to understand how stressful the candidate perceives this step. Counter offers surface a wide range of conflicting emotions in most candidates. Good recruiters use a risk management approach to counter offers by preparing candidates to handle them properly.

Recruiters talk with candidates multiple times during the interview stage. Each conversation reveals more about the candidate's mindset. If a candidate says they would consider a counter offer you must find out why and be prepared to put the candidate aside.

The time for a candidate to negotiate higher pay, and resolve problems they have with an employer is before they start looking for a new job. Candidates who have tried to improve their situation and exhausted their options are far more determined to make a job change.

Candidates who've approached management with their needs and career aspirations generally know where they stand. Their ability to analyze opportunities and specify where they want to be in five years is superior to candidates who really don't have a defined career path. Most folks are so busy working they have not given much thought to their career strategy.

Candidates in their thirties and forties tend to become more focused on where their career is going. They start to examine their life and estimate the chances of getting to the level they want. During the past twenty years companies have implemented screening processes and applicant tracking systems that actually work against employment longevity. Candidates who feel they're a disposable commodity have less loyalty.

Companies will pay recruiting fees for good candidates with in-demand skill sets. Counter offer situations create havoc during the placement process and everyone involved tends to get upset. Memorize all the reasons why counter offers are not worth considering. Recruiters manage the placement process. Your ability to present logical arguments and stay calm makes you an expert in your field and a valuable asset to your clients.

Success in Recruiting begins with the recruitment process. Recruiting is challenging and rewarding. Kimberly Schenk is a Recruiting Coach (7 yrs) & Headhunter (20 yrs). Recruiters who wing it, fail. If you're going to be an Executive Recruiter build a stellar reputation with your first phone call.



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