One in two candidates has accepted a job but backed out before starting a new role in the last 12 months, according to a Gartner candidate survey.

So how do you deal with a potential new recruit that gets a counteroffer?

Dealing with a potential new recruit who has been counter-offered by their current employer can be challenging, but it’s important to handle the situation calmly, professionally, and empathetically.

Here are some steps to effectively manage this situation:

Open communication:
Start by having an open and honest conversation with the new recruit. Express your understanding of their situation and willingness to discuss their concerns.

Listen actively:
Give the recruit an opportunity to explain why they are considering the counteroffer. Listen carefully to their reasons, and ask probing questions to better understand their motivations.

Reiterate the benefits of your offer:
Remind the recruit of the reasons they were initially interested in your company and the benefits of the position you offered. Highlight the opportunities for growth, company culture, and any unique advantages your organisation provides.

Address concerns:
If the recruit has specific concerns or reservations about joining your company, address them openly and honestly. Offer solutions or compromises where appropriate to alleviate their concerns.

Be flexible (within reason):
If there’s room for negotiation on certain aspects of the offer, such as salary, benefits, or start date, consider whether you can make adjustments to meet the recruit’s needs while remaining within your organisation’s constraints.

Express commitment:
Emphasise your commitment to the recruit and your belief in their potential contribution to the team. Make it clear that you value them as a candidate.

Set a reasonable deadline:
Give the recruit a reasonable deadline for making a decision. This helps prevent the process from dragging on indefinitely and allows you to move forward with alternative candidates if necessary.

Be prepared for all outcomes:
Recognise that the recruit may ultimately decide to accept the counteroffer. In such cases, gracefully accept their decision and thank them for considering your company. Maintain a positive and professional relationship for potential future opportunities.

Consider backup candidates:
While waiting for the recruit’s decision, continue your recruitment efforts and consider other qualified candidates. This ensures that you have a backup plan in case the recruit decides not to join your organisation.

Remember that every situation is unique, and the recruit’s decision will depend on their personal circumstances and priorities. By handling the situation with professionalism, empathy, and flexibility, you can increase the likelihood of successfully retaining the recruit or maintaining a positive relationship for future opportunities.