Allow me to set the scene: (Use your imagination)
You’re the recruiter and you’ve been working around the clock to fill a vacancy. You finally find the ‘perfect candidate’: the client is keen, the candidate crushes the interview, the client offers them the job and the candidate accepts the offer!
It’s all going so well isn’t it?
At least you thought it was… until you receive a call from the candidate letting you know they are staying put. You might well say at this point “How has this happened!?” Their current employer (much like Don Corleone) has made them an offer they can’t refuse, that’s how! We all know that the lure of a pay rise is often too difficult to pass up.
You proceed to smash your chair against the wall and curse the day you decided to be a recruiter.
In the hope that I can do my bit towards preventing this happening in future, I decided to compile a list of reasons why candidates shouldn’t accept counter-offers:
1) Statistically it’s a terrible move:
My findings state that 80% – 90% of candidates that accept counter-offers will either resign within six months, or they will be terminated by their company within one year.
The reasoning behind this is they stayed solely for the money and not because it’s the right position or company for them.
2) Things will remain the same:
Remember all the reasons why you decided to leave in the first place? The dissatisfaction, the frustration, the boredom and all the other reasons that led you to apply for a new role will still be there. They will likely intensify too, as you will feel more trapped!
You may have a pay rise, but it’s highly unlikely that it will affect the way you feel about all the other aspects of your job.
3) Job security could suffer:
Your boss may have fought to keep you at the company, but it’s important to note that this is for their benefit, not yours. It’s likely that their trust in you will have diminished; so when the time comes to lay people off you could find yourself right at the top of the list. How do you know your boss isn’t keeping you on until they find an adequate replacement?
4) You may get yourself blacklisted:
There is a ‘good riddance’ school of thought; whereby the recruiter believes that if you’re the sort of candidate to accept a quick fix then you probably wouldn’t have honoured your rebate period anyway. This can result in some recruiters not wanting to work with you in the future.
5) You accepted an offer already:
Remember when you accepted that job offer? Well morally that actually means something. That employer has put their belief and trust in you to come in and do a job for their company. Yet you’re going to let them down before you’ve even seen out your notice period at your current place of work!
6) You’re only staying for the money:
Your value was established at the new company – it may have come in the form of better pay or better working conditions. Either way they were offering something you felt your current workplace is lacking – which is why you accepted! It shouldn’t take you threatening to quit for your circumstances to change at your current place of work. That doesn’t sound like you are truly valued to me!
If this article didn’t provide you with enough reasons, then I invite you to Google ‘counter- offers’ and see how much the ‘cons’ outweigh the ‘pros’ in almost every article, blog or study.
The main point I would like to highlight is that a counter-offer is essentially a short-term solution to a long-term problem. This is the reason why the aftermath of accepting one is normally so negative.
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