How to De-Risk Candidates from Accepting Counteroffers

One of the biggest challenges hiring managers face is watching a top candidate—after a lengthy interview process—accept a counteroffer from their current employer at the last minute. It’s disappointing, costly, and can disrupt critical hiring timelines. 

Fortunately, there are proactive steps to ensure candidates don’t reverse their decisions. In this blog, we’ll explore effective ways to de-risk candidates from accepting counteroffers and how partnering with a recruitment firm like BJRC Recruiting can provide a distinct advantage in securing your ideal hires.

Understanding the Nature of Counteroffers

Before diving into strategies, it’s essential to understand why counteroffers happen and why candidates might consider them in the first place. Common motivations include:

• Salary and Benefits: A salary increase or enhanced benefits from the current employer can often make a counteroffer tempting.
• Emotional Appeal: Candidates may feel a sense of loyalty or comfort with their existing teams, and employers know this. Counter offers can include emotional appeals that tap into this loyalty.
• Fear of Change: Switching jobs is a significant decision. Candidates may be hesitant because they may be concerned about adapting to a new environment or uncertain about future stability.

Understanding these motivators allows you to address the candidate’s potential concerns better early on, helping them make decisions that align with their long-term goals rather than short-term incentives.

1. Set Clear Expectations from the Start

A well-structured interview process can help clarify a candidate’s motivations for considering a change in the first place. Ask questions that uncover their reasons for seeking a new role, such as:

• What are you hoping to achieve in your next position?
• What led you to consider leaving your current role?
• What aspects of your career do you feel are unfulfilled right now?

By understanding their motivations, you’ll be better equipped to position the new role as a solution to their professional needs. This also lets candidates clarify their goals, reinforcing that leaving their current position is the right move for them.

2. Highlight Career Growth Opportunities

Often, the allure of a new job is the growth potential. When candidates feel a sense of stagnation, they’re more likely to look for positions where they can advance. Make sure to highlight the unique growth opportunities at your organization, such as:

• Professional Development Programs: Show candidates how your company invests in employee growth.
• Path to Promotion: Outline clear progression paths within your organization so candidates see the long-term potential.
• Mentorship Opportunities: If applicable, connect them with team members who can provide mentorship, creating an immediate support network.

Helping candidates envision a successful future at your company makes it harder for their current employer’s short-term promises to sway them back.

3. Build a Strong Connection During the Interview Process

Building rapport is crucial in making candidates feel valued and welcome, which can help them resist the pull of a counteroffer. During interviews, be transparent about your enthusiasm for their potential fit and get to know them personally. Try to go beyond the standard interview script by:

• Giving them an office tour to help them picture themselves in the environment.
• Introducing them to future team members or leaders they’ll work closely with.
• Following up with a personalized message or phone call to reinforce the connection.

Creating an emotional investment in your organization can be a powerful counterweight to a counteroffer’s emotional pull.

4. Emphasize the Risks of Accepting a Counteroffer

Many candidates may not fully understand the potential risks of accepting a counteroffer. These risks include:

• Doubts from Leadership: Their current employer may view them differently, potentially leading to questions about loyalty.
• Temporary Fix: Counteroffers often don’t resolve the underlying issues that prompted them to look elsewhere in the first place. Almost 80% of candidates who accept a counteroffer still resign from their workplace less than 6 months later. 
• Stalled Progress: In many cases, the raise or promotion that comes with a counteroffer may be limited in scope, resulting in delayed career progress.

When candidates understand these risks or are reminded of them, they’re more likely to stay focused on the new opportunity rather than be swayed by short-term incentives from their current employer.

5. Maintain Strong Communication and Engagement Until Start Date

Even after an offer is accepted, the journey isn’t over. Candidates may still be vulnerable to counteroffers in the time leading up to their start date, especially if they’re given a longer notice period. Here’s how you can stay connected to keep them engaged:

• Send Regular Updates: Keep them in the loop on projects they’ll be working on, team achievements, or company news.
• Set Up Pre-Start Meetings: Arrange for informal catch-ups with their future team or manager to keep them excited and engaged.
• Welcome Them on Social Media: If appropriate, share a welcome post on LinkedIn to give them a public shout-out. This reinforces your commitment to them and celebrates their addition to the team.

This consistent communication keeps your organization top of mind and reinforces their decision to join you.

6. Partner with a Recruitment Firm

Working with a recruitment firm like BJRC Recruiting can significantly reduce the risk of candidates accepting counter offers. Experienced recruiters understand what drives candidates to make career changes and have strategies to keep them engaged through every stage of the hiring process. Here’s how partnering with a recruiting firm can help:

• Deep Candidate Understanding: Recruiters are skilled at identifying a candidate’s motivations for leaving their current job and can offer valuable insights into any areas of hesitation.
• Effective Communication: Throughout the process, recruiters act as intermediaries, keeping communication clear, timely, and encouraging.
• Counter Offer Training: Recruitment firms are well-versed in handling counteroffers. They can prepare candidates to resist counteroffers by helping them understand the potential downsides and reinforcing their initial reasons for seeking a new role.

De-risking candidates from accepting counteroffers isn’t just about the final stage of the hiring process; it’s a proactive approach that begins with setting expectations, building a meaningful connection, and keeping the candidates engaged until they walk through your doors on their first day. By following these steps, and with the support of a recruitment firm like BJRC Recruiting, you can avoid the counteroffer pitfall and secure the right talent for your organization.

Are you ready to find and retain the right candidates? Contact BJRC Recruiting to learn more about our proven recruitment approach.