Counter offers have become an increasingly common challenge for companies looking to hire top talent. Just when an employer thinks they’ve secured the right candidate, their current company steps in with a tempting offer to make them stay. For the candidate, this can be an emotional and financial dilemma, do they stick with the comfort of the familiar, especially if their employer suddenly shows renewed appreciation, or take the leap into a new opportunity?
With competition for skilled professionals fiercer than ever, businesses need to be proactive in preventing counter offers from derailing their hiring efforts. But why are counter offers on the rise, and what can companies do to ensure their chosen candidate follows through with their offer?
Why Counter Offers Are On The Rise
Job Security in Uncertain Times
During economic uncertainty, employees often prioritise stability, favouring the familiarity and security of their current role over the risks of a new opportunity.
The comfort of an established workplace, even if not ideal, can outweigh the uncertainty of a fresh start, making a counter offer seem like the safer and easier option.
Better Financial Incentives
A competitive salary or bonus can be hard to resist, especially in a job market where salaries are on the rise. If the counter offer includes a pay increase or other benefits, the financial appeal may outweigh the attraction of a new opportunity.
Feeling Valued
Sometimes, employees feel undervalued, and a counter offer can serve as a form of recognition. When an employer makes an effort to match or improve upon a competitive offer, it can validate an employee’s worth, making them reconsider their decision to leave.
Emotional Attachment and Familiarity
A supportive boss can have a big impact. If an employee receives a counter offer from a manager they respect, they may be swayed to stay, especially if reassured about future opportunities. Strong bonds with colleagues and teams also play a role, as a counter offer can reignite loyalty, particularly when the employer shows renewed commitment to their growth and satisfaction.
Unclear Career Trajectory
Some employees don’t have a clear view of where their new role will take them in the long term. If a counter offer promises growth and career progression within their current company, they may be more inclined to stay.
Avoiding Change
Even if an employee feels stuck in their current role, the thought of starting over at a new company can feel daunting. The process of adapting to a new environment, colleagues, and responsibilities can discourage employees from making the jump.
How Companies Can Prevent a Candidate From Accepting a Counter Offer
When a company has found the perfect candidate, they’ve often invested considerable time and resources into the recruitment process. The candidate fits the job role, aligns with the company culture, and brings valuable skills to the table. As a result, the last thing any employer wants is to lose them to a counter offer from their current employer.
So, how can businesses minimise the risk of their ideal candidate accepting a counter offer?
Build a Strong Relationship Early
From the start, build rapport with your candidate. Make them feel like they are already part of the team. This emotional connection can make it harder for their current employer to convince them to stay.
Make an Attractive Offer Based on Individual Priorities
Understand why the candidate is considering a change and tailor your offer to address their specific concerns, such as work-life balance, growth opportunities, or recognition. While a competitive salary is important, emphasising perks like flexible working hours, career development, and a strong work-life balance will make your offer stand out and differentiate it from counter offers.
Highlight Career Development
Show the candidate how the role offers personal and professional growth, emphasising opportunities for advancement and mentorship as key steps in their career progression.
Promote Your Company Culture
Candidates are looking for more than a job, they want to feel like they belong. Emphasise your company’s values, team dynamics, and supportive culture to show why your workplace is the right fit.
Be Transparent
Clear communication is key. Outline expectations, responsibilities, and growth prospects to give the candidate confidence in their decision.
Uncertainty or confusion may cause them to rethink and consider a counter-offer.
Encourage Long-Term Thinking
Help the candidate visualise their future with your company. If they can see the long-term benefits of joining your team, the temptation of a counter offer may fade.
Move Quickly
Don’t wait too long to make an offer. The longer you take, the more time the candidate has to entertain their current employer’s counter offer. A prompt, decisive offer shows you’re serious and reduces the risk of losing them.
“While you can’t entirely eliminate the risk of a counter offer, by building a strong relationship, offering an attractive package, and addressing their needs, you can greatly increase the chances of securing your perfect candidate. The key is to make them feel valued, supported, and excited about the future with your company.” – Sandra Hill
How Can Help Navigate Counter Offers with Our Expertise
As international headhunters with extensive experience, we understand that counter offers can be a significant hurdle in the hiring process, but our expertise helps you navigate them effectively.
We identify and engage top professionals who not only have the right skills but are also genuinely motivated to make a move. Our in-depth screening process goes beyond CVs, allowing us to understand a candidate’s true drivers, career ambitions, and potential concerns before an offer is made.
By building strong relationships with candidates, spending an average of four hours getting to know them, we can anticipate and address any hesitations early on.
This proactive approach helps make your offer compelling and increases the likelihood of success.
With our highly effective recruitment process, 82% of our placements remain in position after five years, and 63% stay for over a decade.
By leveraging our process, we help you build a team that drives long-term success.
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Counteroffers are a typical occurrence in the ever-changing world of career advancement. It’s that critical moment when you’ve decided to leave for a better opportunity, only to be presented with a tempting offer from your current employer to keep you. Many professionals face a situation filled with challenges and issues that extend beyond the immediate attraction of a better compensation or benefits.
The Temptation of Counteroffers
Consider this scenario: After carefully refining your CV, successfully navigating many interview stages, and getting a job offer that exactly aligns with your career goals, you’re ready to start on a fresh career path and say goodbye to your current role. However, just as you’re about to make the decision, your employer surprises you with a counteroffer. Suddenly, the decision to leave becomes complicated by tempting offers of a salary increase, a promotion, or even a more flexible work schedule.
A false sense of instant satisfaction
At first look, a counteroffer may appear to be a lifeline, confirming your worth within the company. It boosts your ego and provides immediate happiness from feeling respected. However, under the surface lies a deeper truth: counteroffers are frequently used as a temporary patch rather than a long-term solution.
The Hidden Challenges
Accepting a counteroffer can introduce a myriad of complications, both professionally and personally.
Trust and Loyalty: Your decision to look for other opportunities could jeopardise trust and loyalty in your existing workplace. Your company may question your dedication and wonder whether you’re just using the offer as leverage to get a better deal.
Cultural Fit: If you’ve already considered leaving due to concerns about company culture, job satisfaction, or career advancement opportunities, a counteroffer might not resolve these issues. Accepting it may simply prolong the inevitable: the desire to seek fulfilment elsewhere.
Career Progress: While a counteroffer may promise an increase in salary or an attractive title, it does not always address your long-term career goals. Will the concerns that caused your job search in the first place be effectively addressed, or are you simply putting off the inevitable?
The Harsh Reality
Statistics show a grim picture: nine out of ten candidates who accept a counter offer leave their existing employment within twelve months. Why? Because the underlying issues that drove individuals to seek new possibilities continue, regardless of the short-term relief provided by a counteroffer.
Going Forward
So, what are the alternatives? Rather of falling to the attraction of a counteroffer, it is critical to address the situation with clarity and perspective.
Reflect on Your Priorities: Determine what is most important to you in your career. Is it just about salary, or do you want more fulfilment, growth, and alignment with your values?
Communicate Openly: If you’ve decided to pursue external opportunities, be open and honest with your employer. Express gratitude for the experiences and relationships you’ve built while explaining why you want to take on new challenges.
Stay Committed to Growth: Accept change as an opportunity for growth and development. Rather than settling for short-term fixes, prioritise opportunities that match with your long-term career goals and personal fulfilment.
Counteroffers may provide temporary relief, but they rarely address the fundamental challenges that motivate people to seek new opportunities. By embracing change with courage and planning, you open up possibilities for true advancement in your career and fulfilment.
People are naturally drawn to authentic leaders, those who are genuine and real. We all want to follow someone who isn’t trying to be someone they’re not, who shows up as their true self without pretending or hiding behind a mask.
But let’s be honest, being authentic as a leader isn’t always easy. It can be tough to know how to truly lead in a way that feels real and not forced.
Here are five habits that will not only help you be more authentic but also make you a great leader:
Follow your dreams.
Authentic leaders are clear on what they want, and they go after it, no matter the outside noise. They don’t let external pressures dictate their decisions, they focus on their passions and vision. By leading with your passions and values, you inspire others to do the same. When your actions align with your vision, it demonstrates true leadership.
Practice self-acceptance.
Nobody’s perfect, and great leaders don’t pretend to be. They embrace their strengths and weaknesses, and they’re open about both. Authentic leaders don’t hide their flaws they use them to connect with others and show vulnerability. Self-acceptance allows you to grow, adapt, and become the kind of leader who inspires others to do the same.
Stay curious.
Authentic leadership thrives on curiosity. The best leaders are always asking questions, listening to new perspectives, and challenging their own assumptions. The more you learn about your team, your industry, and even yourself, the more you can grow as a leader. Being curious helps you keep a fresh perspective and make better decisions based on real knowledge.
Face your fears.
Great leadership requires courage. Being authentic as a leader often means speaking your truth, taking risks, and being vulnerable, and that can be intimidating. But real leadership isn’t about being fearless; it’s about acting despite your fears. When you face your fears, you show your team that it’s okay to take risks and be real, too. This builds trust and strengthens your leadership.
Learn to just be.
In the fast-paced world of leadership, it’s easy to get caught up in constant action. But great leaders know how to slow down and reflect. They don’t just act, they think, they listen, they pause. Taking time for mindfulness and intentionality helps you stay grounded in your values, which makes your leadership more genuine. When you lead by being true to yourself, you create a stronger, more connected team.
Authentic leadership isn’t about being perfect, it’s about being real. By embracing these habits, you’ll not only become a better leader but also inspire your team to lead with purpose, grow, and connect on a deeper level.
The hiring world is changing, and it’s changing fast. Gone are the days when a shiny degree or a specific job title could guarantee you a seat at the table. Instead, companies are shifting their focus to what really matters – skills. This new approach to hiring looks beyond the CV and focuses on the real capabilities and the potential of candidates. It’s a more inclusive, effective, and practical way to find the right fit, and it’s quickly becoming the future of recruitment.
So, what is skills-based hiring? It’s a recruitment approach that prioritises a candidate’s abilities and competencies over traditional credentials like degrees or years of experience. Instead of focusing solely on what’s on paper, it emphasizes practical, job-relevant skills that demonstrate a person’s capability to perform the role effectively. This method opens doors for a broader and more diverse talent pool, enabling companies to find hidden gems who may have gained their skills through alternative education, self-learning, or hands-on experience. By focusing on what someone can do rather than their background, skills-based hiring fosters inclusion, innovation, and better matches between candidates and roles.
For example, instead of insisting on an MBA, a hiring manager for a Head of Operations role might prioritise experience with process optimisation tools, data-driven decision-making, or leading cross-functional teams. Similarly, hands-on experience in streamlining supply chains or implementing operational efficiency strategies could carry more weight than a specific job title or traditional qualifications. The focus shifts from what’s on paper to what a candidate can actually do.
Why is Skills-Based Hiring Trending?
Several factors have contributed to the rise of skills-based hiring:
The Skills Gap Crisis
Many industries are experiencing a mismatch between the skills candidates possess and what employers need. Skills-based hiring helps bridge this gap by identifying individuals who can do the work, regardless of their educational background.
Changing Workforce Dynamics
The rise of remote work and the gig economy has shifted the focus to outcomes rather than processes. Employers are more interested in what candidates can deliver.
Technological Advancements
Tools like AI-driven applicant tracking systems (ATS) and skills assessment platforms make it easier for companies to evaluate candidates’ abilities directly.
Demand for Diversity and Inclusion
Skills-based hiring promotes inclusivity by removing barriers that disproportionately affect underrepresented groups, such as the need for specific degrees from prestigious institutions.
Economic Shifts
Amid economic uncertainty, companies are looking to maximise the value of their hires. Skills-based hiring ensures that the right people are in the right roles, improving productivity and reducing turnover.
Benefits of Skills-Based Hiring
For Employers
Better Job Performance
Hiring based on proven abilities leads to more competent employees who can hit the ground running.
Reduced Turnover
Employees who are hired for roles that align with their skills are more likely to stay engaged and satisfied.
Broader Talent Pool
By removing unnecessary educational requirements, companies gain access to a wider array of talent.
Cost Efficiency
Skills-based assessments can streamline the hiring process, saving time and reducing recruitment costs.
Increased Innovation
Diverse teams often result in innovative problem-solving. By focusing on skills, companies can build teams with varied perspectives.
For Job Seekers
Fairer Opportunities
Skills-based hiring levels the playing field for candidates without traditional qualifications, emphasising what they can do over where they come from.
Recognition of Non-Traditional Learning
Certifications, training courses, and self-taught skills gain more value in this hiring model.
Increased Confidence
Candidates feel empowered when they’re evaluated on merit and capability.
Career Advancement
Workers can transition to new roles or industries based on transferable skills rather than starting over with formal education.
How to Embrace Skills-Based Hiring
Embracing skills-based hiring starts with shifting the focus from traditional credentials to the real-world capabilities candidates bring to the table. Begin by redefining job requirements to emphasise practical skills, such as problem-solving, technical expertise, or leadership potential, rather than formal degrees or specific job titles. Incorporate assessments like skills tests, work samples, or situational challenges into the hiring process to gauge competency more accurately. Encourage a culture of continuous learning within your organisation, where employees are empowered to build new skills over time. By prioritising skills over pedigree, you not only open up your candidate pool to a more diverse group but also ensure you’re selecting talent that can truly drive success.
The Future of Skills-Based Hiring
As industries evolve, the emphasis on skills over traditional qualifications will continue to grow. This shift not only benefits employers by optimising talent acquisition but also empowers individuals to pursue meaningful careers based on their abilities and potential. By embracing this trend, companies can build more agile, inclusive, and high-performing teams.
How we can help you
As international headhunters with extensive experience, we specialise in filling complex, critical roles across the globe. When it comes to skills-based hiring, we help you find top talent with the specific skills your business needs. We target the best professionals in each field, ensuring they not only fit the role but also align with your values. Our process goes beyond CVs, we conduct an in-depth screening, assessing the background, experience, and skills of every candidate. On average, we spend 4 hours getting to know our candidates personally, diving deep into their abilities and expertise to ensure the right fit. This approach has resulted in an impressive 82% retention rate for placements after five years, with 63% staying for over 10 years. By leveraging our process, we help you build a team that drives long-term success.
This year, we’ve seen a significant shift in what drives people to consider a career move. Where most years “challenge” has been the leading motivator, job security has now become the top priority for many professionals.
Why the Change?
People are seeking stability and a sense of long-term security more than ever now. The economy feels like it’s constantly shifting, with inflation, layoffs, and market changes making headlines. The pandemic’s lasting consequences continue to impact our job and lifestyle, leading many to question the true level of security. In the tech industry especially, rapid advancements and sudden changes can bring exciting growth but also major uncertainties, like restructuring and evolving job roles.
With all of this, employees want to know that their organisation is strong enough to endure challenging times and change as needed. They also want to know that their position is valued and secure. Beyond a pay cheque, they seek a sense of belonging and trust in their company’s future.
What Should Companies Do?
For businesses, this shift calls for a proactive approach in their talent strategy. Here’s how companies can address these changing priorities:
Emphasise Stability: Clearly communicate financial health, growth plans, and business stability to build confidence.
Support Career Growth: Security does not have to entail standstill; instead, create organised ways for progress inside the organisation.
Create a Culture of Transparency: Open, honest communication around the company’s direction and performance can significantly enhance trust.
Focus on Employee Well-being: Prioritising mental health and offering resources for financial planning or job security assurance goes a long way.
Companies who align with these shifting goals can not only keep their top employees, but also attract new candidates who are now searching for both a secure and enjoyable workplace.
Following our recent half-year review, we’re eager to share insights that can enhance your recruitment strategies. For a detailed overview, watch Sandra Hill‘s video below as she outlines our findings!
Five years after their initial placements, an impressive 82% of the professionals we’ve placed continue to make a significant impact within their companies, with 63% staying for ten years or more. Many have advanced in their careers while driving business success, with 42% earning at least one promotion within the first five years.
This outstanding retention rate proves our recruitment solutions are highly effective, with our candidates’ remarkable career progress showcasing their personal dedication and the immense value they bring to their companies. This reflects the long-term growth and success we strive for in every placement.
Their continued career success highlights the mutual benefits of our placements, promoting stability and ongoing development for both the individuals we place and the companies they join.
If you need help locating the stars who will have a significant impact on your business, we are here to assist! Please contact Sandra Hill by contacting +44 (0) 161 448 8283 or emailing Sandra@hillgroup.co.uk