When Your Candidate Receives a Counteroffer

With the job market as tight as it is now, employers need to adapt their hiring strategies to a new reality. One challenge employers face when attempting to hire new talent is dealing with counteroffers from their current employer, an entity no doubt anxious to hold on to their good performers.

Long Beach Recruiters

If you are a hiring manager, you can no longer assume that once you have made an offer and the candidate has accepted it, you have sealed the deal. That is why you need to discuss the possibility of a counteroffer with the candidate at some point.

Counteroffers usually are not something job candidates think about, and so are not well prepared to deal with them. Often, they are flattered that their employer is trying to keep them. They may give the offer serious consideration. After all, they can return to a job they do well and even earn more money doing it, as opposed to moving into a new and uncertain situation.

Your job as a potential employer is to help give them a clearer perspective because, once you examine counteroffers in more detail, they turn out to be more problematic than may appear at first sight.

The first thing the candidate needs to remember is why he decided to leave his job in the first place. It could have been because of a lack of recognition, because the job was no longer challenging, because there was no room for professional growth, or because of differences with a supervisor or coworker. Whatever the reason, the same conditions will still be there if he decides to return.

Another issue the candidate needs to consider is his status at his current company if he returns. It won’t be the same as before – he has attempted to jump ship, and that may change how he is viewed by the management. They know the person was not happy working at the company and eager to escape, and, as a result, may question the person’s loyalty and work ethic if he returns.

Also, it is possible that the former employer is making a counteroffer simply as a stopgap measure until it can find someone else to fill the position – someone more loyal to the company.

And, finally, as a potential employer you need to raise another issue – why did your candidate have to tell his supervisor he was leaving in order to prod the supervisor to increase his salary?

If the person returns, he may always be looked at with some suspicion. If he takes time off, managers will wonder if he is out interviewing at other places. The company may even begin to seriously look at potential replacements because of the possibility that he may decide to bolt again at the first opportunity.

The bottom line is that accepting a counteroffer usually is a bad idea. Studies have verified this, showing that those who do accept them generally end up leaving the company after a relatively short period of time. Bring this information to the attention of the job candidate, getting the person to look not just at the offer itself, but at the implications of that offer down the road.

As a potential employer, you can improve your position with a candidate by bringing up these issues in advance and making the person aware of the downsides of a counteroffer. Doing this, in addition to pointing out the positive things about the job you are offering, will help you land the talent you need.

Speaking of finding talent, contact Helpmates when you need help finding qualified workers for your temporary, temp-to-hire and direct-hire opportunities. Contact the branch nearest you today.

Lying Liars Who Lie….On Their Resume

When it comes to our jobs and careers, just about all of us are liars: more than four-fifths of us (85 percent) lie on our resumes. (And that number – from 2017 – is a big increase: just 66 percent of job applicants lied on resumes or applications in 2012.)

Still, just because just about everyone does it doesn’t mean you as a recruiter or hiring manager want to hire a liar. So we’ve put together a quick primer on the ways people fudge/lie/exaggerate on their resumes and how to spot them when they do.

Long Beach temp agency

  • Degrees earned. Most people don’t outright lie that they have a certain degree. Instead, they hide it a bit, saying they have “a bachelor’s” rather than specifying if it’s bachelor of science or a bachelor of arts degree.
  • We see this a lot: a person who worked at a big-name company on an assignment via a staffing firm will leave out the temp agency’s name: “Administrative Assistant, Mazda,” for example.
  • Funny or odd job descriptions. This usually occurs when someone wants to exaggerate his or her work history. Perhaps an office assistant is but one in an office and so she pretty much does manage the office, so she puts as her title “office manager.”
  • Big jumps in job titles in short periods of time. Does someone move from forklift operator to warehouse manager from just one job to the next? As mentioned above, this could be the case that the operator worked in a very small warehouse and sometimes performed “management” duties when his boss asked him to.

Most people are just exaggerating a bit.

Keep in mind that most candidates aren’t out to out-and-out lie, but to make themselves look better to potential employers. Call them white lies, a bit of boasting, teeny exaggerations. This can be particularly the case when someone did, indeed, frequently perform higher-level duties and skills in a lower-level position and wants to showcase that he/she does have the experience to move up.

Outright scamming almost always isn’t on their agenda. They just want what they perceive to be a leg up to a better opportunity. Naturally, it’s entirely up to you to decide how you will “handle” such fabrications/exaggerations when you discover them.

As for the few and far between candidates who are hoping to pull a large fast one on an employer? Here are some ways you can check out inconsistencies in a resume/cover letter – and keep from hiring those who created the documents in question.

  • Take a look at LinkedIn profiles. Most people know that former and current managers and colleagues can look at their profiles; they therefore tend to keep their work history, skills, educational accomplishments, etc. on the up and up.
  • Get details during a preliminary phone/screening interview. Make some notes about the things that seem out of kilter to you before chatting. Most of us feel more comfortable boasting or fibbing when not face-to-face or speaking to someone in real life (Hello, social media trolls!). Yet we tend to become pretty darn truthful when asked directly about them when a live person asks them over the phone.
  • Double check with candidate references and get creative about talking to people not listed on a reference sheet. Most of us are smart and only ask people who are going to give us terrific references to act as such for us. So once you chat with the listed references on a candidate’s list, head back to LinkedIn and check for a candidate’s former colleagues and managers who weren’t asked to be references. Contact them and ask about the discrepancies or “flags” you’ve noticed on a cover letter/resume, or even during the job interview.

Let Helpmates screen resumes, check references and hold preliminary interviews for you. Whether you’re looking to hire someone directly, need someone for a long- or short-term assignment, or you want to try a candidate out in a temp-to-hire arrangement, we can screen, interview and conduct background checks on one or dozens of applicants.

Contact the branch office nearest you to learn more.

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