Leadership transitions in senior living are complex, from training to maintaining stability for residents to managing gaps during the hiring process. But one of the biggest challenges employers face is navigating the trap of the counteroffer when a top candidate is poised to move.
Even after verbal acceptance, your candidate may still be enticed to stay by their current employer. Here’s how to avoid being caught in the counteroffer trap and ensure a smooth transition.
Understanding the counteroffer landscape
In the competitive world of senior living recruitment, counteroffers are inevitable. When a strong leader decides to leave, their current employer will likely offer a raise, promotion, or other incentives to keep them.
“In this day and age, the cost of paying an employee more money is far better than the cost of having to hire,” says Jeff Harris, CEO of Jeff Harris and Associates.
As an employer looking to bring in fresh leadership, you should expect this and know how to handle it, or risk losing your candidate.
“Don’t presume that just because they are interviewing means they are not going to take a counteroffer.”
Proactive strategies to avoid losing your candidate
To avoid counteroffer fallout, understand what motivates your candidate. If salary is a primary factor, be prepared to negotiate a competitive pay package. If you can’t match or exceed the offer, you risk losing them.
However, candidates motivated by career growth, work-life balance, or stability may be less likely to accept a counteroffer – even if their current employer offers more money. By identifying these core motivations, you can structure an offer that speaks to their deeper needs, not just their wallet.
Competing with counteroffers
While you can’t always control a candidate’s decision to stay with their current employer, there are steps you can take to make your offer more compelling and reduce the chances of them accepting a counteroffer:
- Understand the candidate’s motivations: Have open conversations early in the hiring process to understand what your candidates are seeking. If salary is a concern, ensure your offer is competitive. If they prioritize career growth, work-life balance, or a strong team culture, make sure your offer highlights these aspects.
- Offer a competitive compensation package: Offering fair, competitive salaries right from the start is essential, as candidates who feel undervalued or overlooked are more likely to reconsider their decision if a counteroffer comes in.
- Create an engaging onboarding experience: Regret, anxiety and doubt are common feelings post-acceptance. Once your candidate verbally accepts the role, keep them engaged with regular communication, team introductions, and actions that help them feel welcome.
Relocation considerations
Leadership transitions involving relocation often come with additional challenges. If your candidate is relocating with family, their spouse or partner may initially seem open to the move, only to backtrack later.
“They really do not want to relocate, but they don’t want to create tension and friction if they think the person may not get the offer,” Harris says. “It’s only after they get the offer that the true reluctance to move surfaces.”
This reluctance may result in the candidate accepting a counteroffer or withdrawing from the role. To combat this, pinpoint potential family dynamics early on and discuss them during the hiring process so you’re not blindsided later.
Keep your options open
Even the best strategies can’t entirely rule out the possibility of a counteroffer, so it’s essential to keep secondary options available.
“Many clients get fixated on one candidate and quit interviewing. That’s a terrible mistake,” Harris says. “If a candidate takes a counteroffer, wouldn’t you rather have a second choice ready to go?”
The best-case scenario is having to choose between two great candidates, rather than settling on one who may fall through. If you have a feeling one is likely to take a counteroffer, that will make your decision much easier.