When a candidate receives a job offer from your company, they may sometimes receive a counter offer from their current employer. As an employer, it’s important to handle counter offers with care to ensure that the candidate makes the best decision for their career and to avoid any negative impact on your company’s reputation. Here are some steps to manage a counter offer with a candidate:

Listen to the candidate:
If a candidate receives a counter offer, the first step is to listen to their concerns and understand why they are considering it. This will give you insights into what the candidate values and what their motivations are.

Reinforce your company’s offer:
Once you’ve listened to the candidate, remind them of the reasons why they were attracted to your company in the first place. Reinforce the value proposition of the job offer, including salary, benefits, growth opportunities, company culture, and any other perks that may be important to the candidate.

Be transparent:
If there are any areas where you can improve your offer, be transparent about it. For example, if the candidate is concerned about work-life balance, discuss how your company promotes work-life balance and what programs are in place to support it.

Encourage the candidate to make an informed decision:
Ultimately, the decision to accept or decline a counter offer is up to the candidate. Encourage the candidate to take some time to consider both offers, and to make an informed decision based on what’s best for their career and personal goals.

Keep the communication lines open:
Throughout the process, keep the communication lines open with the candidate. Follow up with them regularly to see how they’re doing and to answer any questions they may have.

Remember, the key to managing a counter offer is to be empathetic, transparent, and supportive of the candidate’s decision-making process.