Stop Losing Placements: Your 3-Step Plan to Pre-empt

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Every recruitment consultant knows the feeling. You’ve invested weeks building a relationship, found the perfect role, secured the offer, and then... heartbreak! The candidate accepts a counter offer and / or drops out.

It’s an emotional and costly recruitment defeat.

It seems that the candidates that you spend the most time on, are the ones that are more likely to break your heart.

But these dropouts aren't random acts of betrayal; they are the often result of candidates not being educated about the harsh realities of a counter offer.

We, as the recruitment industry, have a critical role to play in managing the candidate lifecycle and preventing this pain. We must stop hoping a candidate won't be counter-offered and start actively managing the process.

Here is your straightforward guide to preventing counter offers, armed with the data you need to make the case.

❓And whilst you read this ask yourself "how can I use Bullhorn to help me prevent counter offers and protect my pipeline?"

❓How can you use note templates, emails, messages, and tasks to make light work of the process? (Watch our Optimise Bullhorn Part 6 ~ Easy Candidate Management Webinar for tips)

💥The Stark Reality: A Counter Offer is a Short-Term Fix

Before you can coach a candidate, you need to understand the data. Counter offers and drop outs don't just "suck" for the client and the recruitment consultant, they are detrimental for the candidate as well in the long term.

Here are the compelling stats you need to share with your candidate from screening through to offer and start date!

Inevitable! 80% of candidates who accept a counter offer leave their current employer within six months.
Pointless! 9 out of 10 candidates who accept a counter offer leave within twelve months.
Regret! 50% of candidates who accept a counter offer are actively looking for a new job again within 60 days, indicating immediate regret.

The primary reason a counter offer is made is financial for the employer, as it can cost up to 213% of an annual salary to replace your candidate.

The lesson is clear: A counter offer is almost always a panicked, short-term measure by an employer to avoid the high cost and hassle of an immediate replacement, not a genuine, long-term commitment to the employee’s happiness or career progression.

... And the reasons your candidate wanted to leave in the first place are still there.

1️⃣2️⃣3️⃣ Your 3-Step Counter Offer Prevention Plan

The key to preventing dropouts is to pre-empt the counter offer during the initial screening process. You must be proactive and get the candidate to process the scenario before they resign.

🙈Step 1: Gather Intel on Company Culture

Make it standard practice to gather intelligence on the candidate’s current company during the screening call. This isn't just about their skill set; it's about their employer's retention strategy.

Key Questions to Ask:

"Is there a known counter offer culture within your business?"
"What is the typical reaction when people resign from your organisation?"
"Are you aware of the firm's reputation for dealing with departing employees?"

This research not only gives you crucial intelligence but also starts the candidate thinking critically about their current employer’s motivations.

🙊Step 2: Get Them to Acknowledge the Likelihood

The next step is to get the candidate to acknowledge and vocalise the likely sequence of events.

"Let’s be realistic: based on what you’ve told me, you will probably be counter-offered when you hand in your notice."
"I need you to tell me now, what is likely to happen when you resign? What will your manager say to try and keep you?"

By making the candidate admit what’s likely to happen, you remove the element of shock and flattering surprise when the counter offer is actually made. You own the narrative!

🙉Step 3: Arm Them with the Facts (The Regret Factor)

Now, you connect your intelligence gathering with the hard data. This is the final, crucial step: educate the candidate so they can manage the emotional moment of resignation.

Tell them:

It’s Not About Them: Their employer is only offering them more money because it’s easier and cheaper than replacing them right now. The trust is likely broken, and they are now a known flight risk who will probably be overlooked for future opportunities.
The Core Problems Remain: The original reasons for their resignation—lack of progression, management issues, or company culture—are still there. A simple pay rise won’t fix the broken relationship or the fundamental job dissatisfaction.
They Will Regret It: Remind them of the statistics: 9 out of 10 people who accept a counter offer are gone within a year. They’ll be looking for a new role again within six months, only this time, they’ve burnt a bridge with your client.

💡By using data to manage the candidate experience and ensuring you have an open, honest discussion about the realities of a counter offer, you can manage this part of the candidate lifecycle and prevent the heartache and protect your pipeline.

Read This Next👇

3 Ways to Automate Away the Counter Offer and Drop Out where we show you how automation can help you make light work of preventing and managing drops outs and counter offers.