How To Deal With The Counter-Offer Culture

I advise candidates to expect a counter offer when they resign. However, while an offer is flattering, often your employer is usually faced with the need to find a replacement employee and the costs related to having an empty position. It is very expensive to hire someone new, especially if it is for a more skilled or specialised job, like the positions we search for at Cordant Technical Recruitment.
 
Historically, people will claim they want to change careers that offers more money. However, a large majority of the time it is greater career development or training that is the main and real motivator, even if it only pays a little more. There are some who are willing to take a pay cut for a position which offers career advancement and potential in the future. It is vital to remember why you chose to resign when you receive a counter offer, so that a wrong decision is not made. A slight pay rise and a promises will not change how you feel about your current situation? It is also unfair to a client to accept a counter offer when the underlying reasons to move are still there. You are really only delaying the inevitable
 
Simply accepting more money just to stay can damage your career in the long term. The fact that someone resigned to get more money can cause some resentment in a team and you might not be seen as committed to the role. Furthermore, you may be given more demanding targets as a result of the offer, which could see you turn from a good performer into someone who is failing to deliver.  It is better to enter into an honest conversation with your employer about what you want from your job, than risk potential damage to your career.Many clients understand that they have to lose people if they cannot fulfil the changes in their career aspirations.
 
In addition, being handed a pay rise to stay can mean no more salary increases for the next few years as the money put aside for your career progression has already been offered to you. In my experience, two-thirds of job seekers accepted a counter-offer to stay end up searching for a new job within three months, and this is why for all parties concerned due care and consideration must be applied.
 
I would advise you to approach a counter-offer the same as when you first received a contract from your employer. Don’t give an answer straight away and take your time understanding the full conditions of the offer. Wait until you receive the details in writing so you have something tangible to discuss with your line manager should these differ from your discussion.
 
Due to the current job market, people are now expecting counter-offers and consequently are using it as a bargaining chip. Clients will go through the interview process and the candidate will accept the role offered, to then ask for an increase on what was agreed and discussed on the basis that their current employer has offered them a pay rise. The best way to increase your pay is to have an honest discussion with your employer, it is fair on all parties concerned. 
 
From a recruiter’s perspective, people staying because of counter offers is leading to frustration among client companies. You have to anticipate a counter offer when you provide a client with multiple applicants for a role in-case one chooses to stay in their current position. It slows down the recruitment process and leads to a big increase in demand for interim and contract staff to cover the gaps.
 
The best way to tackle the counter offer culture is to be prepared. Whether you are the employee, employer or recruiter, it is vital to always anticipate one to ensure you don’t end up losing out.