Counter-offers have become commonplace in the marketplace today in this candidate driven marketplace, and that is also the case within the Animal Health industry and Veterinary profession. This is especially the case when dealing with top candidates who are hired for important, high-level positions. Because of the tremendous value that these candidates provide, their current employers feel compelled to counter the offer that another organization has made to them.

So, how do you prevent your new hires from accepting a counter-offer? The first step is to make a compelling offer of your own. This underscores the importance of not “low-balling” an offer to a top candidate. As an employer, the offer that you make to your top choice should be compelling enough that the candidate does not entertain a counter-offer. If it’s not, then you open yourself up to risk.

Second, talk to the candidate about the possibility that their employer might make a counter-offer to them. Ask the candidate if they would accept a counter-offer if one was made. If they say that they will not, at least you have a verbal commitment. So if they do accept a counter-offer, then they will do so in the face of that commitment and risk being branded as untrustworthy. It’s more difficult to accept a counter-offer if you’ve given your word that you will not.

Third, strive to provide a great onboarding experience. Remember, the onboarding process starts the moment that the candidate accepts your offer. Between that point and when the candidate begins work at your organization as a new employee, continually communicate with the candidate to assure them that they’ve made the correct decision by joining your organization.

Counter-offers are a reality of today’s marketplace, but you don’t have to allow them to interfere in the effectiveness of your hiring plans.