I work in the biotech/pharmaceutical/medical device industries, and identified a candidate with a rare skill set for a diagnostic company. After 3 or 4 on-site interviews, going back and forth to negotiate starting salary, year end bonus, benefits, and convincing the client that this candidate is worth the 100K base salary, the candidate signs the contract, calls me, thanks me, and is looking forward to starting the third week of July.
On the monday of the holiday weekend here in Toronto, I receive an email from the CEO of my client telling me the candidate has recinded his acceptance, and accepted a counter offer from his current employer.
Sure, I didn't think I had to coach this candidate on a counter-offer scenario as he was excited about joining this great, recently public company doingcutting edge molecular diagnostics.
My client was obviously in shock!! And asked what they could do to woo him more. I let the client know, in my opinion, that we should let the candidate accept the counter-offer, as, in my opinion, anyone that signs a contract then renegs is no-one that should work for my client. Sure, 25K walked out my door, but the client is a repeat client, and I know I'll fill the job immediately with someone else.
After my candidate told me he accepted the counter, I went through the usual arguments agains accepting the counter offer; "why now offer you more money and responsibility"; "you'll be layed off or fired sooner than you think", etc.
My question to all of you, is "how do you prep your candidates for a counter-offer".