In this very candidate led recruitment market, more and more good candidates are either turning down job offers or accepting job offers and then turning down at the last minute due to alternative offers.
It’s all very well for a client to think that once an offer has been made then “job done” but that isn’t the case. We have had recent instances where candidates have accepted a role verbally and then 2 days later been offered another role from a different source and accepted that. Either because its offering more money or more flexible hours for example.
At Aspire Jobs we see Counter Offers as part of the process, it’s happening more and more, so we are facing it head on and using the following strategies when interviewing candidates, it’s a good idea for our clients to be aware of this as well, as these strategies are really useful: Click through to our blog to read more….
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- Discuss potential counter offers early in the interview process with the Candidate
Counter offers can catch candidates by surprise and this can leave them at a disadvantage and open to persuasion to stay with the employer. So, preparing our most promising candidates by making them aware that they may receive a counter offer and that they should be ready for it. Forewarned is forearmed.
- Find out how ready they are to leave
We try to ascertain how committed the candidate is to actually leaving the employer. If they don’t make the right noises and appear committed to leave, we might favour another equally promising candidate who has more conviction. Equally, it could help the client to design an offer that is more resistant to a counter offer from a former employer.
We will use in depth questions to ascertain their commitment to leaving and gain a full understanding of what their motivation to leave their current position is. We’ll questions candidates about counter offers and what their views are, including how they would respond.
- Find out how prepared they are to deal with the pressure of resigning
It is also worth trying to find out if they are prepared to handle the anxiety, pressure, conflict and potential alienation that they can face when resigning. We can them coach them on strategies to deal with the potential fallout surrounding resignation.
- It’s good to talk…
It can be a very lonely time for a candidate in the run up to, during and after resignation. All candidates have our mobile numbers and direct line and they can call any time if they have any questions or concerns or just need some support. This is very reassuring and helps to address any anxiety around the offer.
- Encourage them to call us right after they have resigned.
This is the acutest point when the candidate is most isolated (and most vulnerable to a counter offer) so we engage with them at this time to support the client and show that they are ready and waiting for them.
- We keep the candidate looking forwards not backwards
To combat any potential wavering and looking backwards, we keep the candidate focused on the future and working for our client. We suggest that the client send them press releases, put them on the company mailing list, invite them to socials, have a scheduled welcome dinner, have HR call them for payroll details, have finance call for pension arrangements, have the office manager call for seating preferences. Have as many people as possible contact them during the post resignation period to keep them focused on looking forwards. Ideally, at this stage is a great idea for a client to talk to the candidate on a weeklybasis throughout the notice period.
Preparing a candidate for a counter offer, supporting them during the resignation process and keeping them looking forwards, onwards and upwards during the notice period are three crucial strategies for combating counter offers.
So, it’s hard, right? Attracting candidates, interviewing, offering and counter offering, yet still it’s possible to lose your candidates before they even start with you. This article has some great advice on how to avoid undoing all of this good work further as you go through the job offer process. link
Credit: Kazim Ladimeji