How to Minimise Counter Offers and Secure Top Technology Talent

In today’s highly competitive technology job market, counter offers have become a common hurdle for companies trying to attract and retain top talent. After months of recruiting and interviewing, businesses can find themselves in the frustrating position of losing their chosen candidate to a competing offer. However, there are key strategies companies can implement to minimise the likelihood of a counter offer and increase their chances of securing the right talent.

Ensure transparent communication from the start

Clear, open communication is essential throughout the hiring process. From the very beginning, it's important to discuss compensation expectations with candidates to ensure alignment and avoid any surprises down the line. If salary, benefits, or other terms are not fully discussed, delays or misunderstandings can create friction, which may prompt candidates to entertain counter offers from their current employers.

As the process moves forward, proactively inquire about the possibility of a counter offer. Ask if the candidate is likely to receive a counter offer from their current employer if they decide to move on. Understanding this early on gives you the opportunity to address any concerns or doubts that might arise during the offer stage. By discussing the topic openly, you reduce the risk of being blindsided by a last-minute counter offer and can better prepare the candidate for the transition.

Focus on the bigger picture – Sell the company, not just the role

While compensation is often the primary factor in a candidate’s decision-making process, it’s essential to look beyond just the salary offer. Job satisfaction, career growth, and cultural fit are significant drivers for today’s professionals. To counteract the threat of a counter offer, you need to sell the entire package, not just the job itself.

Highlight your company’s unique selling points: its values, culture, opportunities for advancement, and long-term career growth. Paint a picture of what life will be like within your organisation, and demonstrate how the role fits into the candidate’s broader career goals. Emphasise your commitment to ongoing professional development, mentorship programs, and the long-term potential that your company offers.

By showing the candidate that this position offers more than just a paycheck, you’re likely to reduce the temptation of accepting a counter offer that may not align with their personal and professional aspirations.

Make your offer final and best from the start

In a competitive job market, candidates expect their offers to be both competitive and final. There’s no room for back-and-forth negotiations once you’ve extended an offer, especially if you want to minimise the chances of a counter offer entering the equation.

Before making an offer, research the salary and benefits benchmarks for the role in your area and industry. This gives you a solid understanding of what to expect, allowing you to craft an offer that is both fair and competitive. But don't stop there—take the candidate’s unique qualifications, experience, and skill set into account. If they bring a highly sought-after expertise to the table, be prepared to offer a premium to secure them.

Making the best and final offer upfront gives candidates less room to negotiate, reduces the risk of comparison with counter offers, and demonstrates your commitment to hiring them without hesitation.

Create a sense of urgency

In a market where top talent is in high demand, it’s important to act fast once you’ve found the right candidate. Dragging out the offer process gives candidates time to reconsider their decision, especially if their current employer is aware of the potential job change and prepares a counter offer.

Once you’ve selected your candidate, make them a timely offer that clearly outlines the value they will bring to your organisation and the opportunities for advancement. Let them know that you value their time and that you’re ready to move forward. This sense of urgency reduces the window for counter offers and emphasises your eagerness to secure them.

Build strong relationships with candidates

A key factor in reducing the risk of counter offers is building a strong rapport with candidates throughout the recruitment process. A candidate who feels valued and respected will be less likely to entertain the idea of staying with their current employer. By keeping communication open, transparent, and friendly, you create a sense of loyalty and trust with the candidate, making them more inclined to accept your offer.

Beyond the job offer itself, regularly check in with your candidates during the decision-making process. Provide reassurance, answer any questions they may have, and be attentive to their needs. Building this relationship early on can significantly reduce the chances of a counter offer derailing your recruitment efforts.

Offer more than just a salary

While compensation is certainly important, candidates are increasingly looking for more than just a pay increase. The total benefits package—such as work-life balance, health insurance, retirement contributions, remote work flexibility, and other perks—can make a significant difference in their decision-making process.

Offering a comprehensive and attractive benefits package can make your offer stand out. Candidates who feel that your offer supports their overall well-being and aligns with their values will be less likely to entertain counter offers that may not provide the same benefits.

Looking for top technology talent?

At Glocomms, we help businesses like yours find the technology talent you need to succeed. We understand the challenges of securing top candidates in a competitive market, and our recruitment experts are dedicated to guiding you through every step of the process. Whether you’re looking to hire software engineers, data scientists, or IT leaders, we have the expertise to connect you with the best talent available.

Request a call back today, and one of our specialist consultants will be in touch to help you find the perfect fit for your business.