THE COUNTER OFFER. What does it actually mean? Simply put, an offer made in response to another. And to be honest, it is every recruiter and prospective employer’s nightmare.
This isn’t a guilt trip to all of those counter offer takers out there, but it is a reality check. We put a lot of effort into the recruitment cycle and it doesn’t stop at offer stage.
What do we do? As recruiters who pride ourselves on customer service we meet the candidates, we speak to candidates every week throughout their notice period, discuss the intricacies of their new contract, manage and coach them around the resignation process and taking them out for a slap up meal to congratulate them on their new role. So when a candidate accepts a counter offer…
WHY DO IT?
I can understand the allure of a £2,000 per year pay rise with a company you are comfortable with, you know Bob in Accounts, Mary in Admin and are best friends with the MD’s brother. BUT these are not reasons to stay. If anything, they are reasons to leave. Why? Because there was a significant motivation to look in the first place; to spend 6 hours of your life interviewing, whilst also frantically preparing PowerPoint presentations, whilst trying to do your day job.
To cap it off? Here is a scary but VERY real statistic for you:
Data from the National Employment Association confirms that over 80% of people who elected to accept a counteroffer are not with their company six months later.
SO, WHAT’S THE ISSUE?
- Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is less than ideal. Getting something because you’ve basically put a gun to their head is a ludicrous way to think you’ll ever be happy!
- When promotion time comes around, your employer will remember who was loyal and who wasn’t. Where do you think you’ll stand?
- Will the issues motivating you to move initially ever change – it’s not always about money and a flashy new job title?