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After all of your onerous work sourcing a candidate on your shopper, the very last thing you want is for them to just accept a counteroffer on the ultimate stage – particularly in a expertise scarcity.
So what are you able to do to cease your candidate operating again to their employer and accepting a counteroffer?
1. Use your preliminary interview to probe for solutions
Step one to overcoming a counteroffer is figuring out whether or not one goes to be an issue for you and your shopper. To do that it is advisable to do some digging and discover out about your candidate’s present scenario.
Throughout your preliminary conversations make it your goal to work out A) if their present employer is more likely to supply them more cash and B) in the event that they’re more likely to settle for.
To get the solutions you want, you’ve obtained to ask the correct of questions. Here is a couple of options to get your began:
- “What are your causes for leaving your present function?”
- “How do you suppose your employer will take the information?”
- “Will they attempt to persuade you to remain?”
- “What would persuade you to remain?”
- “Would you’re taking the supply?”
Is the candidate’s present worker going to be devastated they’re leaving? Will they do something to maintain them? Spot the crimson flags early, and also you’ll keep one step forward of the issue.
2. Handle the candidate’s motivations for leaving
Whereas 57% of candidates settle for counteroffers after they’re made, solely 12% of employees go away roles as a result of they’re sad with their wage. So fortunately, cash isn’t every little thing.
Candidates stop for a lot of causes so get to know all their motivations for shifting: Is their firm lacking the skilled improvement alternatives they’d like? Or maybe your candidate is fed up with being within the workplace full time.
When you’ve pinpointed all their priorities, allow them to affect your processes: every little thing from the best way you promote your jobs to which roles you place your candidate ahead for.
The important thing to avoiding counteroffers is to handle your candidate’s motivations for leaving and discover a function that ticks the suitable packing containers. Give them extra to realize, and so they’ll have fewer causes to run again to their present employer.
3. Educate your shopper on the scenario
Research tells us 50% of candidates are more likely to obtain a counteroffer proper now, however this isn’t one thing your shoppers will essentially know. In case you don’t educate them on the scenario, you can find yourself taking the blame if a candidate accepts a counteroffer.
To maintain your shopper in your facet, it is advisable to deliver them in control on the industry-wide downside. Use {industry} insights and any related information out of your CRM to reveal simply how widespread counteroffers are.
As soon as they perceive the challenges they’re more likely to face, they’ll be extra inclined that will help you counter the issue. This might imply they provide to hurry up the time to rent and even take the job to market with essentially the most aggressive wage proper off the bat.
Sadly, for shoppers that don’t have anything extra to supply candidates counteroffers will proceed to be an issue. So it’s price educating them on their place available in the market and highlighting what they will do to enhance their providing. It’s a tricky dialog to have, however if you happen to assist them make optimistic modifications and get rid of the issue altogether they’ll solely thanks for it.
4. Have a plan of motion in place
In a expertise scarcity, it is advisable to do every little thing you’ll be able to to steer a candidate a job supply is the suitable one. With this in thoughts, you’ll be able to’t afford to attend for a counteroffer to occur earlier than understanding how you can take care of it – it’s important to have a plan of motion able to go.
Not each shopper can counter with a much bigger wage, so think about the opposite elements that might sway the candidate’s choice at this ultimate stage. Play on their motivations for leaving and put together a tough promote on the key advantages they’ll get from accepting your shopper’s supply.
And whereas candidates would possibly suppose accepting the next wage is sufficient to make them comfortable at work, statistically, they’ll be again available on the market rapidly. 9 out of 10 candidates who settle for a proposal go away their employer inside 6 months – educate your candidate on the scenario and so they’ll be extra more likely to keep on with the brand new supply in entrance of them.
If you need recommendations on how you can efficiently handle a candidate job supply from begin to end, obtain the eBook beneath. 
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