So you find the right candidate. You go through rounds of interviews, extend an offer, and you’re confident that they are the person for the role. Maybe they even accept the role and sign an offer. Only for them to call back and say they have accepted a counteroffer from their current company. As a recruiter, you know this is one of the toughest outcomes. Is there anything we can do on the front end to avoid these outcomes in hiring?
The answer is yes. While we can’t eliminate the possibility of a counteroffer, we can certainly navigate it more effectively by addressing it early and often throughout the recruitment cycle.
Start the Conversation Early
From the very first conversation, it’s essential to gauge the candidate’s mindset. Ask directly, “Would you consider a counteroffer from your current company?” This isn’t about persuading them one way or the other but understanding where they stand. If they express hesitation or seem unsure, it’s a sign that they might be swayed by a counteroffer later.
Another key question is: “What’s motivating you to explore new opportunities?” This helps uncover their true reasons for wanting a change. Whether it’s compensation, career growth, work-life balance, or company culture, knowing their pain points allows you to bring them back into focus if a counteroffer comes into play.
Keep the Dialogue Going
As the recruitment process moves forward, revisit the topic. Reinforce the candidate’s motivations by asking reflective questions like, “Are the reasons you’re considering this opportunity still important to you?” This keeps their decision-making grounded in their original motivations, even when a counteroffer complicates things.
If compensation is the primary motivator, be transparent about what’s on the table and the long-term benefits of the new opportunity. But if it’s about work-life balance, career growth, or company culture, remind them how the new role addresses those needs better than their current position.
Address the Counteroffer Directly
Before the offer is extended, have an honest conversation about the possibility of a counteroffer. Coach the candidate on how to anticipate and respond without pressure. You might say, “If your current employer offers you more money, will that change the things that made you want to leave in the first place?” This question helps them consider the bigger picture and not get distracted by short-term gains.
The goal here isn’t to manipulate their decision but to ensure they’re making a well-thought-out choice. You’re helping them stay true to what they expressed when considering new opportunities.
Support, Don’t Pressure
It’s important to maintain a supportive, non-pushy stance throughout this process. The objective isn’t to “close the deal” for your benefit but to guide the candidate towards the best decision for their career and life. If they decide to accept a counteroffer, respect that choice, but leave the door open for future connections. This keeps the relationship positive and preserves your reputation as a trusted career consultant.
Not every strategy will work perfectly every time, and counteroffers are sometimes unavoidable. Reflecting on each experience helps you refine your approach. Pay attention to patterns—were there signs you missed? Could the conversations have been handled differently? Was the onboarding process clear and communicated? Continuously learning from these situations will make you a more effective and empathetic recruiter.
Navigating counteroffers isn’t about persuasion or pressure. It’s about guiding candidates through a complex decision-making process with honesty, empathy, and strategic insight. By addressing counteroffers early, understanding candidates' motivations, and supporting their decision without bias, you build trust and help them make the right choice for their career.
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