If your hire is going to be transferring to their new position from an existing job, be sure to get to the bottom of why it is they want to leave. It could be multiple reasons, ranging from pay to a disagreement with managerial style.
Having a candid conversation about this will help keep things in perspective for both the candidate, as well as your organisation later on in the process. For instance, you may want to ask whether the candidate has brought up the issue in their workplace, and why nothing has been done to address it. Being able to reference this and remind them of it can be a good way to ground conversations in reality.
You may wish to let your candidate know it’s likely they’ll receive a counter-offer, but if not, you’ll still want to emphasize how your organisation can uniquely contribute to their personal growth and development. Figure out what your company can provide that no one else can – this may be autonomy in work, flexibility with timing, or professional training and yes, even pay.
Chances are if a candidate has applied for an alternate position, they’re looking for a positive change, so ensure you’re aware of exactly what has drawn them to apply in the first place so that you’re better able to make the case for their leaving.
If you’re in recruiting, candidates are likely to detect the panic in your voice when they tell you they’ve received a counter-offer. Remember that it isn’t about a commission, but what’s best for both your client and the candidate. Ensure to follow up on their concerns by asking if what concerned them in their old posts have improved, and call after an interview to enquire how they are feeling and what’s on their mind.
Staying enthusiastic and open while talking about their new offer can allow a candidate to feel more at ease with prospective change. Finally, give them some time before they decide to make any choices – often, clarity comes a little after the adrenaline rush of two offers, so giving them a chance to calm down instead of panicking yourself will work out best for everyone involved.
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