Counter Offers can be a big part of recruitment with employees. Where an employer has offered a candidate a position only to have the candidate’s current employer hit them with a counter offer, can set off what seems like an un-ending battle.
And, so this is why the structure around Counter Offers is vital, from the view of both the side of the employer and the candidate.
Offering a Counter Offer
If you are in the position of offering a Counter Offer letter, you must really value the candidate. So, be sure about what you put into that letter, because if it’s accepted and you employ that person, you cannot just back out of it when things don’t pan out.
- What value does the candidate add to the company as a whole?
- Can you see yourself working with them for a long period of time?
- Have you considered structuring the offer into salary (cash) and other benefits (such as medical, bonuses, leave, etc.)?
Accepting a Counter Offer
If you receive a Counter Offer letter, you can pat yourself on your back. It is a great achievement and speaks volumes about your value. But, very often, the excitement of receiving a letter like this can make one a little giddy and prone to just accepting anything, and not considering the BIGGER PICTURE asking yourself:
- Will staying for extra money sustain you so that you are happy in your day to day present job?
- Are you after 6 months going to feel the same way as you did when you first went looking for a new opportunity?
A few tips before accepting the offer:
- Be realistic – don’t go back with a counter argument that might just shoot you in the foot – you’re good but are you that good?
- Think beyond the money – what other perks and benefits are they offering that has far greater value than the money?
- Don’t give ultimatums – you may have some power here but being too ballsy and arrogant can be to your detriment – be polite and ask how long you have to decide and if you need longer, ask nicely
If you need some assistance in this regard, speak to us………..