Managing counter offers

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Losing top talent to a counter offer from their current employer after your offer has been accepted can be a huge setback to your hiring process

As the market becomes increasing talent short, high potential, in-demand candidates in your hiring processes are likely to receive counter offers by their current employers when they announce that they would like to resign. Losing top talent to a counter offer from their current employer after your offer has been accepted can be a huge setback to your hiring process. The following questions at interview stage can help the candidate be more mentally prepared to deal with a counter offer and help you retain your in-demand candidates more effectively:

1.

What makes you want to leave your current organization and what have you done to address it?

This will help you assess a candidate’s commitment to finding a new role outside their current organization. Look out for signals that show the candidate has really considered their reasons for leaving and is not just ‘shopping around’ for a new role to use as a bargaining chip with his current employer to get a salary increase or negotiate a promotion.

2.

If you are successful in securing a new position, do you expect to be counter offered? Why?

This will help you get insights into whether the candidate has spent some time considering the possibility of being retained by their current organization and how they feel about it.

3.

What would it take from your current organization to retain you?

This will help you assess whether the candidate is likely to accept a counter offer and also give you more information on their underlying motivations.

By asking these questions at interview, you also direct the candidate’s thoughts towards why they want to leave in the first place, reinforcing their decision to leave the organization and making them less likely to get retained by their current employer.

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