Candidates can find the recruitment process daunting, it’s an unstable time, they’re making life changing decisions which don’t come easily.
When a candidate has given their resignation and their current employer then presents them with a counter offer, it’s often a huge dilemma for them to deal with.
Put yourself in their shoes….
Imagine looking over the top of a wall – the grass is green on both sides now – will you stay, or will you take that leap of faith and stick with the plan you originally intended?
You might wonder how we deal with this as recruiters.
We talk about it upfront. Our initial discussions with a candidate will involve why they are leaving their current job role and also a conversation about the likelihood of a counter offer. We also take them through what they would do, if they’re offered one. We think that candidates should think clearly about their reasoning and not be put on the spot, should a counter offer be made. We encourage them to remember what is was that made them want to leave in the first place which isn’t normally money related!
We also discuss the resignation process with candidates and talk through what they think is likely to happen with their current employer, when they deliver the news. Our aim is to keep them focused on their decision, so they are less likely to back out. We act as a sounding board for worries and concerns and give some hints and tips to offering resignation in the most positive way possible. Building and maintaining their confidence about their decision throughout the resignation process is essential.
We talk up the offer, reminding candidates of the aspects of the new role that attracted them to it in the first place and if they need a little helping hand, then we’ve been known to arrange further contact with the new employer, another visit to the premises, an invite on a social – something that helps them visualise their future with this new company.
We keep in touch and maintain momentum with the process. It’ll usually take around a week for a counter offer to be made, we know this, we’re on it and we want to be the first to know!
We understand the reasons why companies make counter offers, we get it, we really do. Losing skilled staff that you’ve invested in is hard to take for most business owners. But, we believe it’s not as straightforward as that and you should think about the bigger picture.
For companies making counter offers, these are the top 4 areas for concern;
- Employees may be less loyal after a counter offer is made
- Employee’s concerns and reasons for leaving in the first place, may not be adequately addressed – remember they made a choice to actively look for a new role
- If a rise in salary is the leading factor within the counter offer, salary structures in your organisation will become skewed
- Employee relationships with co-workers will become strained, if there is disparity in pay structure and benefits, which could lead to further resignations
All valuable things for candidates as well as employers to think about.
We’re dedicated to thinking about the bigger picture at Aspire Jobs, our client’s longer term strategy and how their recruitment processes and handling of resignations fits within that. Talk to us, we can help…..