But, there are always some things you can do so we got our best recruiters to tell us their secrets and how they handle counter offers from their candidates.


Often too many recruiters believe every single word the candidate has told them and don’t even entertain the possibility that they would accept a counter offer. Remember, you’re working in an industry where literally anything can happen, so introduce the ideas of counter offers early on in the process so you know where your candidate stands. Plus, these aren’t the type of conversations you want to be having under pressure as it can lead people to do reactive (and sometimes stupid) things.


And by this, we mean know your candidate and understand them as a person. That includes everything about them, the things they love and hate.. you have to know every aspect of their professional, financial and personal motivators. Not the fluffy answers everyone gives about ‘career progression’ and ‘time for a change’, but the real nitty gritty facts as to why they would be willing to make a move and what drives them. Once you understand this, you’ll know how susceptible they are to accepting counter offers.


Not in a weird, creepy way, but in a professional and friendly type of way. There’s no point in getting a job offer from a client and then leaving your candidate unattended because you think it’s a done deal. Walk them through every step of the way. Help them with their resignation process, even if that involves drafting their emails for them. Help them with the transitioning of roles and let them know that you’re with them in this, every step of the way. There’s nothing worse than a recruiter blowing up your phone who starts ghosting you the minute an offer is on the table. Don’t be that person.  


Like we said, anything can happen and assumptions make everyone look bad, but mainly you. Your candidate might take a counter offer, your candidate might be sitting on information they haven’t told you or your candidate might be influenced by families. There are hundreds of factors coming into play the minute they accept a new job and tell their boss they’re leaving. It sets off a chain of events you won’t always have control over, so never make any assumptions, and constantly communicate. It’s imperative in doing your due diligence


If your candidate is weighing up their options and considering taking a counteroffer, don’t be a jerk about it. It’s easy to feel hurt and rejected after all the work you’ve done with that person, but this is a really critical stage for you. Be an asset to them and partner with them the same way you have through the whole recruitment process. Invite them in to have more meetings with stakeholders in the new company. Talk through their options with them. Weigh up the pros and cons. There’s more you can do if you’re working through the issues with them, than if you’re sulking down the end of a phone line.  

Counteroffers are the worst, we get it, but remember that the objective is to walk candidates through the mind field. Be calm, cool and collected — you have to consult them through the process. Remember, you’re the expert here. Get to work!]]>

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