Countering the counter offer
The main topics discussed revolve around how recruiters should handle counteroffers during the recruitment process. The key takeaway is that recruiters must anticipate and proactively address potential counteroffers before they occur. This involves strategically questioning the candidate at the end of the interview to predict their reaction upon submitting a resignation to their current employer. By guiding candidates to articulate potential reactions from their current employers, recruiters can assess the likelihood of a counteroffer. Instead of immediately listing reasons why the candidate should not accept a counteroffer, recruiters should continue to probe, allowing candidates to explore the implications on their own. This method helps reinforce the candidate’s initial reasons for wanting to leave when a counteroffer is actually presented. Alternatively, if a candidate seems inclined to accept a counteroffer, the recruiter might coach them on how to negotiate a raise with their current employer, thereby validating their inclinations or providing them with a clear reason to move on if their request is denied. This approach facilitates a deeper understanding of the candidate’s motivations and creates strategies to effectively counter possible counteroffers.