{"id":113254,"date":"2023-07-31T15:28:52","date_gmt":"2023-07-31T13:28:52","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=113254"},"modified":"2025-04-11T15:57:33","modified_gmt":"2025-04-11T13:57:33","slug":"job-offer-negotiation","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/job-offer-negotiation\/","title":{"rendered":"Job Offer Negotiation: How to Manage Counter Offers With Incentives for Top Candidates"},"content":{"rendered":"

Picture this: you’ve finished the recruitment process<\/a> for a new position in your organisation. You’ve written the job description, conducted the interviews, held feedback rounds with the other interviewers and you’ve made an offer to the top candidate. Brilliant! Your work is over.<\/strong><\/p>\n

But then you hear that the candidate has had a counter offer<\/strong> from their current employer. Nightmare!<\/strong><\/p>\n

It’s common for candidates to receive a counter offer from their current company when they hand in their resignation. But generally, they’re a sticking plaster for all the other factors and reasons why your candidate began their job hunt in the first place. In fact, 50-80% of employees<\/a> that accept a counter offer leave their company within 6 months due to recurring issues.<\/p>\n

So how can you successfully carry out counteroffer management and lower the chances of it happening to your candidates?<\/strong> The key is to ask the right interview questions<\/strong> and offer the best incentives<\/strong> to your top candidates.<\/p>\n

Let’s dive into how you can reduce your risk of getting stung by a counter offer.<\/p>\n

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Table of Contents<\/p>\n