Since the pandemic, an increasing number of people in the UK have either quit their jobs or are considering doing so in the near future. In Q2 2022, 442,000 people resigned — the highest number of any quarter in more than 20 years. Meanwhile, according to Microsoft’s 2022 Work Trend Index, 43% of employed people said they were likely to consider changing jobs within the next year. 

Of course, replacing skilled team members takes time and costs businesses money. In response, counter-offers are on the rise; this is where businesses make last-ditch attempts to ‘buy back’ their skilled members of staff who’ve quit. 

When this happens, it can be deeply frustrating for hiring managers. It takes time and effort to find the right candidate and make sure they’re a good fit for your team. And when that candidate makes a U-turn after you’ve offered them a job, a lot of hard work goes to waste. 

So what action can you take to stop this from happening? Here are five tactics…

By approaching the topic head-on during the interview process, it’s easier to get a sense of how your candidate might react if their current employer comes back with a better offer. Ask about their motivations for leaving — if their move is financially motivated, that could be a red flag. On the other hand, if they’re disillusioned with their company’s structure and culture, they may be less likely to accept a counter offer.

Sell your company

Make a point of selling your company culture. Highlight the strengths of your leadership team, and talk about the opportunities for rapid career progression, flexible work conditions and social activities. All can help to persuade a skilled candidate that joining your company is the right move for them. 

Make them a great offer

If a candidate is a good fit for the role, ensure your package reflects that and make your first offer a hard one to turn down. It’ll show how highly you value them, whereas adding extra cash to a salary at the last minute may feel more like a desperate afterthought.  

Keep in contact

It’s important to keep checking in with your preferred candidate as the interview process goes on. Updating them on where you’re at in terms of hiring can help to keep them interested and allows you to get a sense of any other offers that may be on the table. If they are thinking of accepting a counter offer, talking through their options can be helpful. You may even be able to offer insight that can swing their decision back in your favour.

Go through a recruitment agent

If you hire through a recruitment agency such as NST, we vet all candidates for you. That means we’ll have a strong understanding of their motivations for moving jobs, and we’ll only put forward those who are serious about taking your role. 

Need help building your team? Talk to one of our consultants today!