Let’s talk about the counter offer. Should you stay or should you go?
A candidate has a new job lined up. All they have to do is quit the old one.
Just then, the existing employer decides they can’t bear to lose that person – and makes a counter-offer.
It might sound like a good problem to have, but it’s a problem nonetheless.
Should a candidate allow themselves to be tempted into staying? And how can an employer avoid going to all the trouble of finding a new recruit, only for the candidate to back out?
Steve Gray says, “If money is a big driver for a person, at least you can say to the employer you’re putting them forward to that there is a chance they could be counter-offered.”
A counter-offer might not be just about money. Lana Ostanina, Recruitment Consultant, says promotion, flexible working hours, extra responsibilities and different projects to work on might all be reasons to stay.
Steve says, “If the counter-offer includes a promotion, more responsibilities and maybe you are moving departments, maybe something would change. But that really is quite rare.
“Generally, it’s a small pay rise for the same job and actually the candidate will find that the extra salary increase it really isn’t enough to stimulate them and motivate them again.
“People need a fresh challenge. That’s generally why people leave.”
“You’re not necessarily just matching someone’s skillset to a job spec, you’re matching personalities to environments.” says Steve.
That means he might be matching a candidate to a client because he thinks they will be a good fit, even if another company would be offering more money.
“For me, it’s not about influencing people,” he adds.
“It’s about trying to find the best people and for people to be 100% assured of their next career step.”
A counter offer can present a challenging decision for any candidate. When there is a clear reason to leave a current role at the beginning of the new job process, the temptation that is presented becomes an easier decision to make.