How would you handle a situation where a top candidate receives a counteroffer from their current employer?

Discuss the reasons why the candidate was interested in leaving their current job in the first place. This can help determine if the counteroffer addresses those underlying reasons. Ask the candidate to share the details of the counteroffer. This includes salary, benefits, job responsibilities, and any other incentives. Engage in a conversation about the candidate's long-term career aspirations and how your company aligns with those goals better than their current employer.......

It's important to remind the candidate about the benefits of joining your company, such as career growth, a supportive work environment, and unique perks. Have an open discussion with them about their long-term goals and how our company can support them in achieving those goals. However, it's also important to respect their decision if they choose to accept a counteroffer, and maintain a positive relationship for potential future opportunities.

When a top candidate receives a counteroffer from their current employer, I would engage in a thorough discussion with them to explore their options and revisit their initial reasons for considering a new role. Counteroffers often play on the candidate's emotions by making them feel valued and important. However, the fundamental issues that led them to consider leaving in the first place usually remain unchanged. The fact that the employer made a counteroffer indicates they were not prepared for the resignation and are now scrambling to manage the vacancy. This counteroffer is often more about buying time for succession planning than genuinely recognizing the candidate's value.

As a recruiter I had to deal with this often. My council to the candidate every time was - why did they wait to show you how much they appreciated or needed you until you left. I would also share with them that 80% candidates who accept counter offers leave the company within six months. All the reasons they wanted to leave haven't actually changed. I would also make sure we were competitive in salary, benefits, and opportunity. I rarely had candidates accept counter offers after we talked.

When a top candidate receives a counteroffer from their current employer, consider these steps: Listen Actively: Understand their motivations for considering the counteroffer. Evaluate the Counteroffer: Assess its alignment with the candidate’s career goals. Transparent Communication: Discuss pros and cons openly. Long-Term Fit: Consider the candidate’s long-term fit in your organization. Respect Their Decision: Ultimately, respect their choice, whether they accept or decline the counteroffer.

Grundsätzlich sollten natürlich die Motive des Kandidaten bzw. der Kandidatin klar sein. Ist das Motiv rein monetär, würde ich nicht mitgehen. Sobald ein besseres Angebot eines anderen Unternehmen vorliegt, wird er oder sie garantiert wieder einen Wechsel anstreben. Ebenso würde ich das Angebot nur dahingehend verbessern in so weit man sich als Arbeitgeber nicht "verbiegen" muss. Ich habe erlebt, dass Zugeständnisse zu z.B. 100% Homeoffice gemacht wurden, was nicht langfristig realisierbar war und somit der Kandidat oder die Kandidatin wieder in der Probezeit wieder gekündigt hat. Generell bin ich der Meinung, man sollte niemenden in eine Anstellung "überreden! Fällt das Gegenangebot schwer, so sollte man es sein lassen.

When looking to enhance an offer you will want to lean into the candidate's motivations for considering a new role in the first place, which you've hopefully already gained a comprehensive understanding of before getting to this stage. Some candidates may feel motivated by a more competitive offer or sign on bonus, while someone else may solely be interested in a more flexible schedule, better vacation package, certain title, or a clearly delineated path to internal progression. They key is knowing what enhancement options to focus on based on the candidate's wants and your understanding of the client's capacity/willingness to meet the asks.

Here is where really knowing your client pays off. I urge all recruiters and client managers to dig in when you perform intake on a role. The more unique insight you can provide to the candidate, the more likely they are to trust your expertise and take your advice seriously. And again, the more you know about what your candidate's current work culture looks like, and if that is a major factor in their consideration of making a move, the more you can ensure that you provide as much useful information as you can to help inform their ultimate decision.

Manchmal ist es hier bereits sinnvoll das Team kennenzulernen. Fühlt man sich hier willkommen, fällt ein "ja" zur zukünftigen Anstellung leichter.

I believe that being flexible with your candidates can open doors to opportunities that might not have been considered before. This flexibility shows your commitment to valuing candidates as crucial contributors, making them feel recognized and valued within the organization. This, in turn, fosters loyalty, as it demonstrates that the organization is dedicated to benefiting those who drive its success and maintains transparency in its financial discussions. Moreover, this adaptability encourages a more inclusive and diverse workplace, attracting top talent and fostering innovation. Ultimately, showing this level of commitment reflects a broader dedication to organizational excellence and sustainable growth.

Hat man mehr als nur einen Bewerber oder Bewerberin sollte man immer mehrere Personen kennenlernen und auch nicht sofort absagen, wenn man glaubt, den Perfect Match gefunden zu haben. Leider habe ich es bereits öfter erleben dürfen, dass Personen kurz vor der Vertragsunterschrift abgesprungen sind und allen anderen bereits abgesagt war.

If he is really so good , I will move him to bigger roles offer, And make his feel growth is very important.We need to clarify why they started considering new opportunities and how they believe this will change after a counteroffer.

We need to clarify why they started considering new opportunities and how they believe this will change after a counteroffer. Challenge their thinking if necessary. Then, help them understand the perspective of their current employer and the reason for the counteroffer. Discuss how accepting the counteroffer might change their relationship with leaders and stakeholders, and the long-term impact of staying. Evaluate the professional value they gain by staying. Finally, ask them to identify the critical factors important for joining a new company or role, determine if these factors are present in the new organization, and explore any possible solutions before renegotiating.

I think it is really important to maintain the highest levels of integrity during a counteroffer. Based on what you know about your candidate, their current employer, and your client, which environment is most likely to offer long term success? I also think it's important to have performed your due diligence in identifying what the candidate is looking for and currently experiencing. This will allow you to be a tangible value add instead of someone just trying to close a deal.