How do you keep candidates from accepting counteroffers?

Understanding their motivation to explore another opportunity is very important, you want to ensure that you get the true vulnerable side of the why they want to leave. Whether they leaving for growth, culture, money or whatever reason you have to be able to ask as well what they have done to change their situation at their current company. This will provide you a more deeper understanding of their loyalty to their company. And what you can use to point out during the process and especially at offer stage.

I think we need to put the candidates needs or interest first before our own. By conversating and getting to know your candidate you should also take the guidance role and be able to tell your candidate which roles won't be challenging or bring forth any concern about the role, this will also assist in them trusting that your assistance is not in aid of us as Recruiters. This is a career change yet also a life change and I feel it's important to remember we play a pivotal role and should always act with integrity and dignity.

The offer can be quite tricky especially if the CTC isn't what was expected irrespective it's important to always talk about money, benefits, needs Vs wants. By gathering this information you should be able to build a parameter where the candidate leans more to accepting the offer, always check for sign of deal breakers while communicating. When you receive the offer it's about going back to what they said they wanted and then connecting the offer to their vision of the offer they wanted. I would also question why their current company is making an offer after candidate stated they wanted to leave, what does this mean for the future, should candidate always leave to get the reward and recognition?...

You ask the counter offer question throughout the process. •You ask in the initial interview • After each interview , in the debrief you have ask again how they feel about counter offer, has anything changed with them wanting to leave •You discuss before offer is made •You present the offer and then ask about counter and their reaction The interview process should be used effectively so that when you reach offer stage, the recruiter should be able to assume the reaction of the candidate to a counter offer.

Preparation is key. It's important to prepare your candidate mentally, emotionally and in every way possible for the offer. You can ask your candidate before and paint the scenario of how they would react to the offer. It's also important to note to the candidate that the interview process should be used for them to gather information to help them make a decision at the end of the process. If everything has been taken into account and candidate is satisfied you should ask for a verbal yes and ask for the sign offer back as soon as possible. The offer is more a validation and confirmation of everything you have worked for from first interview stage.