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25 fact-filled articles
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Tips for Recruiters
Table of Contents
Strategy & Tactics
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Make Placements --
FAST!
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Voice Mail &
E-mail: Eight Simple Rules
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Job Orders --
Better, Faster, Smarter
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How to Switch Desk Specialties
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Who Makes the Most
Money?
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Retainers: Look
Before You Leap
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How to Add Value, Not Redundancy
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Intelligent Online
Recruiting
Skill Building
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Counteroffers: Can You Spot the
Signs?
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Resume Makeovers: Quick Tips
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Is There a MAGIC to Closing?
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Finding the Right Recruiting Script
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Storyboarding for Maximum Impact
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How to Stimulate Candidate Referrals
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Expand the Supply of Candidates
Candidate Management
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Playing Softball
with Your Candidates?
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The Power of Interview Preparation
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Control: The Key to Recruiter Success
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How to Fight the Counteroffer Bug
Employer Relationships
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You’re Worth the Money You Charge!
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Negotiate for Higher Recruiting Fees
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Anti-Discount Tactics for Recruiters
For Candidates &
Employers
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Graceful Exits for Job-Changers
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Advice for Engineering Candidates
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What’s Your Capture Strategy?
Q & A
for Recruiters
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Answers
to Your E-mail Questions
Bill Radin answers letters from recruiters around the world.
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How to Fight
the Counteroffer Bug
By Bill Radin
A recruiter can fight
the epidemic of counteroffers the same way a family doctor might handle a town ravaged by
an infectious virus. That is, the candidates in your care should be tested, treated and
protected against future outbreaks.
To diagnose counteroffer symptoms before they can kill a
placement, test your candidates for the following:
• Motivation. Look for the underlying source of
job dissatisfaction. If one can’t be found (or the motivation is simply
money-related), you may be headed for trouble.
• History of past occurrences. A candidate
who’s accepted a counteroffer at least once before might just do it again.
• Naiveté. First-time job-changers are
especially vulnerable to counteroffers, and are less resistant to a current manager’s
newfound appreciation.
Early detection and treatment of counteroffers are the key
to a healthy search practice. While some candidates are naturally immune to a counteroffer
attempt, others may be more susceptible, especially those who are fundamentally mismatched
with the position you’re trying to fill. If you feel a candidate falls into the
high-risk category, you may find it necessary to quarantine that person, so as not
to infect your placement (or your client relationship).
An Ounce of
Prevention
Of course, candidates respond differently to various forms
of treatment. While some will embrace an explanation as to why an accepted counteroffer
may be counterproductive in the long run, others will view your dire warnings with
suspicion. An overly aggressive stance on the subject of counteroffers can sometimes
backfire, in much the same way a parent’s repeated lectures about the evils of
smoking or sex will cause a teenager to think, “Gee, if it’s really that bad, I
guess I’d better try it!”
To protect the health and well-being of your deal after an
offer has been accepted, carefully prepare each candidate for his or her resignation. By
dispassionately previewing the coming storm, you can effectively diffuse the counteroffer
attempt—unless, of course, your candidate was angling for a raise or promotion all
along.
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