Covering the Counter Offer with the Candidate

Counter offers in today’s world are much more prevalent than in earlier years. Of course this escalation has developed because of the shortage of top talent. More and more employers are willing to make a counter offer when faced with a resigning employee. I know of companies that have a counter offer policy in place and, as we do with our processes, they practice over and over to save the top talent from leaving their company. That’s the very reason it’s a process that demands our total attention and it is a must in terms of coverage on every candidate that is currently working.

A few years ago we could explain that 90% of the candidates who gave notice and then accepted a counter offer are no longer at that company within 90 days of their notice. The employer was just buying time until they could find a suitable replacement and then they let the employee go. Well, that’s not happening nearly as much in this candidate driven market. So more attention has to be placed on this in the initial interview with your candidates. You will want to expand your question, What do you like least about your current situation? You can ask, If that could change, would you stay? You need to dig into their real reason for wanting to leave their current situation. First you need to know about this to make a good match for positions you present this candidate on. But also important . . . is this reason for leaving rigid or can it change? I recommend you ask outright, If your company would do this or that, would you stay? lf she says no, then ask why.

I would also paint a picture of what will probably happen when they do give notice. For example: ”Bob, a couple of days may go by and you'll probably be approached by someone higher up than your boss. This person will begin to tell you about the exciting plans they had in the works to further your career with the company. He might say something like: ‘I don’t know how you could leave us. You’re like family! This person will try to determine what exactly you have been offered in terms of position and compensation. Sometimes this individual will not make the counter offer. He will wish you luck and say how sorry they are to lose you. They will try guilt trips in terms of saying how they had such aggressive plans for your advancement. Another day or so will pass, then your boss will reapproach you with an offer you can’t refuse. It’s a little better in every way than the offer connected with the new position. Bob, what will you do if this happens?”

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