The Offer & Counteroffer

You’ve found the perfect candidate for the role, it’s critical to approach the offer stage with care and consideration to ensure a smooth process and positive outcome. The offer process should start at the beginning of the interview process and not just left to then end.

Here are some best practices to guide you through the process:

1. Start at the Beginning: Very early in the interview process you should build strong rapport with candidates. Gaining an understanding of their true motivations for considering a move from a current employer and what they hope to achieve by joining your organisation. You need to understand their personal career goals and ambitions.

2. Highlight Value Proposition: During the interview process, guide and align the conversation to include shared goals, vision, and purpose. It must be clear that both parties are gaining a benefit from the engagement. Highlight opportunities for career growth, professional development, culture, and any unique perks or benefits.

3. Listen to Candidate Concerns: Take the time to listen to candidates' concerns and address any questions or reservations they may have. Understanding their needs and motivations will help you tailor your approach and address potential obstacles.

4. Be Prepared: Anticipate that candidates may receive multiple offers and be ready to act swiftly. Have a clear understanding of your organisation’s compensation package, benefits, and other incentives to present a competitive offer.

5. Communicate Clearly: Clearly communicate the details of your offer, including salary, benefits, start date, and any other relevant terms. Ensure that candidates have all the information they need to make an informed decision.

6. Negotiate in Good Faith: Approach negotiations with a spirit of collaboration and goodwill. Be open to discussing terms and finding mutually beneficial solutions that meet both the candidate's and the organisation's needs.

7. Consider Flexibility: Be willing to offer flexibility in certain areas, such as remote work options, flexible hours, or customised benefits packages. Flexibility can enhance the attractiveness of your offer and accommodate candidates' individual preferences.

8. Manage Expectations: Manage candidates' expectations throughout the negotiation process. Be transparent about what is negotiable and what is not and provide realistic timelines for reaching a decision.

9. Handling Counteroffers: If a candidate receives a counteroffer from their current employer, approach the situation with sensitivity and professionalism. Take the time to understand their reasons for considering the counteroffer and address any concerns they may have.

10. Start the Onboarding Process: Once the offer has been accepted, this is where the onboarding process starts. A personalised ‘Welcome on Board’ call is always appreciated, and it opens the lines of communication for them to ask any questions ahead of their start date.

By following these best practices, you can navigate the offer and the inevitable counteroffer with confidence. Whilst the financial package will always be a key consideration, by aligning goals, aspirations, and purpose you stand a much stronger chance of securing the best talent.

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