Recruiter Insights: Counter Offers

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9 months ago by Jessica Brown

Recruiter Insights: Counter Offers

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You’ve done it, you’ve decided to leave, found an amazing new role and have your heart set on leaving. The big day comes to hand in your notice and then your boss hit’s you with a counter offer that has totally thrown you. The number of times this has happened to candidates it’s countless – especially in today’s market. 

There are a few things that are well worth considering if you ever find yourself in this position.

Why are you leaving in the first place?

Cast your mind back a few weeks to when you decided you wanted a new challenge, a pay rise and a change of scenery. You may have felt undervalued and that your skills were not being utilised properly. You need to ask yourself, what will suddenly change if you decide to stay? Why has it taken you leaving for you to be offered a pay rise or a new challenge within the business?

What’s going to happen if you do decide to stay?

Well for one, a lot of people will know that you decided to leave but then changed your mind. If you do stay, you will need to work hard to rebuild that trust and faith they had once put in you. You are potentially more likely to be passed up for any future promotions, due to fears your urge to move is still present, and more often than not the business will factor in any annual pay rises into this boost they are giving you now. 

Your head vs your heart. 

The majority of candidates who accept a counter offer return to the market within 6 – 12 months. Why? Because a lot of the time the reasons for them wanting to leave are still present. Sure, that pay rise was great, but did it really save time on a commute that was too long? It can be very flattering to suddenly be wanted by two businesses and your current business going on the charm offensive. Time and time again we see candidates are promised the world but in reality very little changes once you decide to stay. 

Try and separate the emotions of leaving from the facts and why it is that you originally wanted to leave.

What’s easy isn’t always what’s right.

One final thing to remember is that it will be far easier on your employer if you stayed. They wouldn’t need to spend time and money on finding a replacement and then more time training them up to the required standard. Look past the short term pay rise and think about what is good for you personally over the longer term.