After the “Yes”

Your job has not ended just because the candidate has accepted the job.

Most candidates will have to give a mouths notice on permanent, make sure you speak to them a least once or twice a week during this time.
Know when your candidate is going to hand in their resignation, call them before to say good luck and after to see how it went, this is all about knowing if there is going to be a problem.
Some employers react badly to people resigning, use this to your advantage.
Always call your candidate on their new first day to say good luck, after that a three and six month calls are also a good idea.

The reason we are so careful at the beginning is to avoid drop out’s from counter offers, one major factor is getting candidates to speak to their current employer about their grievances before we start the process.
On the odd occasion some candidates do all this just to get an increase from their current employer.


The Drop Out Pitch

This is worth throwing in at the end of the job offer call.

Just to let you know, people who accept counter offers to stay, 80% are back on the market place within 6 months, because companies will promise anything to keep you, it’s cheaper for them.
Think about it all of the time and cost of finding someone else, it’s a massive upheaval.

(If they said to their current employer)
Not to mention you have said to them about your problems and concerns and they did nothing.
Which is exactly what they will do if you stay, nothing, because you’re a soft touch then.

(If they did not say)
They weren’t bothered about seeing if you were happy before you resigned, did they ask?
You have staff reviews don’t you, I mean you should know people pretty well after working with them for so long, well that if you care obviously.

Once a person has resigned there looked at rightly or wrongly as disloyal, which is just staggering really, not the chap to promote, game over.

You know the old saying “the grass always looks greener on the other side” well sometimes it is.

If you look at it from my side, I’m a recruiter / headhunter and we don’t paid unless we deliver, so obviously we target companies who are not always the best to work for and recruit for ones that are, it just makes good financial since for us.
The main reason though for not excepting counter offers is simple this job will be gone, bridges burnt.

I would not be doing my job properly if I did not warn you of that.