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Counter offers can be heartbreaking for IT recruiters.  After putting in countless hours into their IT search, meeting with prospective candidates, coordinating IT job interviews and helping streamline a new hire, having a candidate back out of a placement due to a counter offer can be very deflating.   To help ensure prospective candidates don’t blindside your technical recruiters, we suggest IT recruiting companies do the following:

1)  Provide training:  Teach your IT recruiters Boston how to properly roll out an offer.  Create a checklist that technical recruiters need ask a candidate when attempting to get their committment for a new IT job opportunity.

2) Be thorough:  When going through a “lock down” checklist, be as thorough as possible.  If they’re working, find out what their motivation is to leave?  Is it the commute?  People they work with?  Opportunity?  Financial stability of the company?  If the answer is yes to any of these questions, then even after a strong counter offer, the candidate’s situation will likely not change.

3)  Prep your candidates:  Every time IT headhunters roll out an offer to a candidate who is currently employed, be sure to prep them for a counter offer from their current client.

4)  Ask hypothetical questions:  IT recruiting agencies should make sure their technical recruiters ask hypothetical questions when preparing their candidates for counter IT job offers.  Examples of some hypothetical questions would be:  “What would you do if your company countered?”  “Is there anything your current company could do to keep you if you gave your notice?”  “Is there any financial number that would keep you from leaving?”

While prepping candidates for counter offers won’t guarantee the IT job seeker won’t turn down your opportunity after the fact, it certainly does help minimize the risk for technical recruiting companies.