In the competitive world of recruitment, the concept of a counter offer has become a pivotal moment in the dance between employer and prospective employee.   A
counter offer occurs when a candidate's current employer responds to a resignation attempt with an enhanced proposal in order to keep the employee from leaving. Recognising the subtleties of candidate behaviour is crucial for recruiters and hiring managers to avoid the disappointment and resource wastage that often accompany a rejected job offer. This blog serves as a detailed guide, elucidating the various indicators that may predict whether a candidate is likely to entertain or accept a counter offer from their current employer.

Understanding the Candidate's Perspective

Unravelling the psychology behind a candidate's decision-making process is essential. Various factors can sway a candidate towards considering a counter offer. Job satisfaction and the dynamics of their present workplace play significant roles. Should an individual feel undervalued or stuck in their current role, a counter offer promising advancement and increased compensation might tempt them. Conversely, if their career aspirations align more closely with the potential new role, they may disregard a counter offer. Emotional ties and loyalties to their existing employer can also cloud their judgement, sometimes overruling more logical, career-focused decisions.

Pre-Interview Indicators

Even before the formal interview process, a candidate's actions can offer early signals about their mind-set. Close attention to their level of engagement, responsiveness to communications, and the nature of the questions they ask can shed light on their seriousness about the transition. Additionally, a scrutinised examination of their CV may reveal tell-tale patterns, such as a propensity for brief tenures or a lack of upward mobility, which could suggest a higher likelihood for counter offer vulnerability.

During the Interview Process

A candidate's demeanour during interviews can be telling. Genuine enthusiasm for the role, clear articulation of career objectives, and positive reactions to compensation discussions usually indicate a strong interest in the opportunity. If a candidate seems willing to openly discuss their resignation strategy and show interest in integrating into their potential new environment, it's generally a sign of commitment to the change.

Post-Interview Evaluation

Following interviews, the character of a candidate's follow-up communication can unveil much about their intentions. Swift and thoughtfully composed thank-you notes or enquiries can reflect a sustained interest, whereas noticeable shifts in tone or communication frequency might suggest the possibility of reconsideration. Reference checks can also provide invaluable external perspectives regarding the candidate's job search behaviour and their tendency to entertain counter offers.

The Offer Stage

As the offer is presented, a recruiter should be alert to the candidate's initial reaction. Whilst a degree of contemplation is normal, evident hesitation or particular questions about aspects frequently improved in counter offers – such as job titles or flexible working conditions – may foreshadow the possibility of a counter offer being entertained. Any signs of concurrent negotiations with their current employer should also raise flags.

Predictive Factors and Red Flags