When recruiting hospitality talent, I spend a great deal of time vetting candidates for my clients. Clearly, I want everyone to maximize their time and make sure my clients meet candidates committed to thoroughly exploring the opportunity, as they proceed through the interview process.
I urge my candidates to ask all the right questions about the role and feel comfortable that it is a right fit and career move, particularly as they interview with progressively senior hiring managers. I firmly believe that if I have done the right due diligence, the candidate feels the move is right and the client is ready to make a reasonable offer, all the pieces are set for the final decision.
It’s disheartening when a candidate receives a counter offer when they resign to join the new company. I urge candidates to keep the following in mind when they contemplate the counter:
- If it takes a resignation letter for the employer to show some appreciation, do they truly value or recognize their contributions and commitment?
- A counter offer is the employer’s way of buying themselves time to find a suitable replacement.
- If they accept the counter offer, their boss, your client and you know that they are available to the highest bidder. It doesn’t bode well for their professional reputation.
- Re-iterate your candidate’s reasons for wanting to leave their job when you started this process. Money won’t resolve issues such as leadership, lack of career opportunity or long working hours. Emphasise where your job meets all of their aspirations.
- Most people who accept a counter-offer are back on the job market within the next six months.
This article does a great job of expanding on this issue. Published by Advorto