It’s hard enough finding a great candidate when you are looking to hire someone. It can be even harder when you find the perfect one and then they get stolen away with a counter offer from their current employer.
Make sure counter offers from a current employer don’t take away your candidates. Here are six strategies to fight back the counter offers:
1. School the candidate about potential counter offers early in the interview process.
Counter offers can take candidates by surprise and will leave them at a disadvantage, which could open them up to persuasion to stay with their current employer instead of coming to you.
2. Try to find out how ready the candidate is to leave their current employer. You want to make sure they are really committed to leaving.
Ask questions to help decide this:
– Why are you leaving?
-Have you asked for a promotion or a raise?
-If they offered a counter offer, what would make you accept it?
3. Find out how prepared they are to deal with the pressure of resigning. Are they ready to handle the pressure, anxiety, conflict and potential alienation they could face when resigning? Coach them on strategies to deal with potential fallout. You can ask questions again:
-Do you think your manager will be surprised that you are leaving?
-Does the idea of resigning concern you at all?
-What do you think the manager’s response will be?
4. Give them your personal number so they can call you any time. It can be a very lonely time for a candidate before, during and after the transition period. This will be reassuring for them and help to address any anxiety around the offer that the candidate might have.
5. Encourage them to call you after they have resigned. This is the point in time when a candidate is going to be most isolated so you want to encourage them.
6. Keep the candidate looking forwards and not backwards. Make sure you have them signed up for press releases, on the company email list, invited to social events, have a welcome dinner scheduled, have finance call for pension and 401K details. Have as many people as possible get a hold of them during the post resignation period to help them out. This will help to keep the candidate from wavering.
Now you are more prepared to follow these strategies to combat counter offers. This should help to keep candidates from going back to their current employers.
http://www.recruiter.com/i/resume-writing-101/?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed:+RecruiterDailyArticles+(Recruiter.com+-+Daily+Articles+and+News)
Published by Conselium Executive Search, the global leader in compliance search.
