Posted-on February 2025 By Amy Bates
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.