Take aways:
- A definition of EXACTLY what a counter offer is…you’d be surprise how many don’t know what one is
- Learn why you need to stop telling the statistical lie about candidates who accept counteroffers
- Find out the process corporate America uses to get their counteroffers accepted
- How we use our initial candidate screen to learn if a candidate is susceptible to a counteroffer
- How we REALISTICALLY begin talking about counteroffers VERY EARLY in our candidate process
- We will share our two key articles for candidates that sets the table for the counteroffer conversation
- Discover our giving notice process that DRASTICALLY reduces counteroffer acceptance
- What our research shows about candidates who take counteroffers in THIS employment market
- How we get our clients and prospects to help us weed out counteroffer candidates
Using these ideas we have eliminated counteroffer acceptance with the candidates we have placed in the last 8 years, even though 60% of them see at least the initial counteroffer process from their employer.
They’re BACK!!! But don’t we wish they weren’t.
In the market expansion of the late 1990’s companies learned that keeping key employees was critical in a tight labor market. As a result, counteroffers became a necessary and important business strategy in that tight labor market. That tight labor market is back, and simply put, in that market an employer’s well managed counteroffer to a key employee just makes good economic sense.
Counteroffers are no longer considered a taboo business practice, but rather are managed and delivered with significant success. They are a tool employers don’t like to use, but do. They even have a well developed strategy and process to make them and get them accepted. They’ve learned to use the technique adeptly. As a result, we can expect a battle for every key employee we attempt to recruit away from an employer to one of our clients or prospects.
We need to compete against this re-emerging business reality. Together we will examine the major steps in our search mechanism where we can significantly reduce counteroffer acceptance likelihood. From our first contact with a candidate though the weeks after we have placed them frankly, there is a lot we can do to minimize this unnecessary counteroffer risk.
By exploring our method to prevent candidate counteroffer acceptance, we will have an excellent opportunity to review our whole candidate interaction process, and therefore this session will be valuable for senior recruiters looking to toughen up on this current counteroffer reality, or rookies looking to get an overview of how to work with a candidate and keep counteroffers from happening to them as new recruiters. Don’t lose deals to counteroffers, prepare yourself to compete against this re-emerging business reality in a straight forward and practical manner from another recruiter who works desk just like you. Join us May 2nd!