You’ve found the right candidate. The interviews went well, the offer is accepted, and you think the hard work is over.

Then they resign — and their current employer makes a counter-offer.

Suddenly, the candidate is offered more money, a promotion, greater flexibility or promises of better career opportunities. The familiar starts competing with the unknown.

So how can employers reduce the risk?

It starts with understanding why the candidate wants to leave.

If their only motivation is salary, a counter-offer can be very persuasive. But if they’re leaving because of limited progression, poor management, culture or changing responsibilities, more money may not solve the underlying problem.

Employers and recruiters should also ask early: “What would you do if your current employer made you a counter-offer?” Having that conversation before resignation helps candidates think through their decision before emotions take over.

The recruitment process also needs to keep selling the opportunity. Candidates should understand what makes the role attractive, what they can achieve, the career opportunities available and why your organisation is worth joining.

And remember: an accepted offer isn’t the finish line.

Long notice periods give candidates plenty of time to reconsider. Staying in contact, introducing future colleagues and keeping them engaged can help maintain their excitement about joining.

At Recruitment Chief, we support clients and candidates throughout the entire recruitment journey — from understanding motivations and negotiating offers to managing counter-offers, notice periods and pre-boarding.

Because finding the right candidate is only half the job.

The real success is making sure they actually join you.

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