Yes, it probably has happened to you if you have been in recruiting for more than a few months. Counter offers are when your candidate is offered some sort of incentive (usually money or title) not air jordan 12 retro cheap to resign from their current job and not start the job you just got them and they accepted. In my opinion, this is one of the most devastating acts your candidate can do to your income, selfesteem, trust and overall enthusiasm for your job.You have spent time and energy listening to how they are ready to leave, and that they wouldn't stay at their current company no matter what they did. You listened to them tell you all of the great accomplishments they are proud of, and you listened to what jobs they will take and the ones they won't.After you have fully screened your candidate and believe you have a winner, you begin to market your candidate to your clients. You arrange interviews, prepare the candidate for each interview, negotiate salary and benefits and get them that extra week of vacation.
Your candidate accepts the position, and you have just made a placement. Mentally you have spent your commission and all is great in the land of recruiting. Until you get the call from your candidate that you were not expecting."Umm, when I resigned from my company, my supervisor made me an offer I couldn't refuse. Thank you for all of the work you put in on my behalf, but I have to look out for my family, you know how it is."Yes a story so familiar. So what can we do to avoid this happening to you? As you are probably aware, people who accept counter offers are usually let go, or quit, within 6 months of accepting the offer, because they are terminated because the loyalty to the company has been lost, or they quit because the real reason they resigned in the first place still exists.
Below are 10 tips to help avoid the counter offer.1. Do not work with candidates who's primary reason for leaving is money. Ask your candidate what their biggest reason, or primary reason, is for looking for another air jordan spizikes for sale position, and what their current employer could do to keep them? If the answer is money, you already know how this will turn out. Avoid the temptation, regardless of skills, to work with moneymotived candidates.2. Are their salary requirements reasonable? If your candidate says that he/she is leaving for something other than money, but still expects a significant increase, go back to tip 1 and readdress the money issue.3. Prepare the candidate for the counter offer. Explain to the candidate that employers frequently make counter offers to buy time while they seek a replacement. Also ask your candidate how it may make them feel, if their employer was only willing to increase their pay if they quit. Are they being taken advantage of? Your candidate should understand that if they do get a counter offer, they should be irritated that they had to quit to get a raise, and if they don't get a counter offer, they should be irritated the employer didn't care anyway. Either way your candidate should be happy they have resigned.4. Assist your candidate in the resignation process.
Provide sample resignation letters for your candidate. Just like an interview, prepare your candidate to resign professionally with a well written resignation letter.5. Advise your candidate to resign with all of his/her supervisors and Human Resources. The more people who know of the resignation, the less likely a counter offer will be made. Companies don't like their employees to know that if you quit you will get a raise. Remember, counter offers are usually made behind closed doors, keep your candidate from a oneonone resignation.6. Call your candidate immediately before and after the resignation. The resignation is just as important as the interview for the job. Keep in control of the process.7. Keep in contact with your candidate throughout the notice period. From the time your candidate resigns to the time he/she starts the new job, 2 weeks may air jordan 7 retro for sale have passed. Counter offers can sometimes occur during this time period. Call about 3 times during this time period to check in on your candidate.8. Contact the candidate's previous supervisor and get a new job order to fill the one your candidate just resigned from. Get the ball rolling on the replacement of your candidate to ensure there will be no counter offer and to get new business. What a wonderful industry.
9. Cancel any other interviews that your candidate may have with other companies. Yes you can cancel them. Ask your candidate where else he/she has pending interviews, so you can cancel them as part of your service.10. Celebrate only after your candidate has started their new position. Call your candidate and client on start date to congratulate them.Don't be the recruiter that is certain that their candidate won't accept a counter offer. As soon as you believe that, is when you will be disappointed. Counter offers can be avoided if you follow the above steps.
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