You have interviewed the right person for the role and team, so you extend an offer that meets or exceeds what they were hoping for, and you arrange the start date and prepare and send the letter of offer… YOU HAVE FOUND YOUR UNICORN and everyone is excited in the moment and ready for the next chapter. 

But there is the chance that there will be a counteroffer coming through – because you are not the only one that recognises top talent – although you might be quicker at it!  And this is where the excitement levels could start dropping if not managed correctly.

You go through the counteroffer process and come out with a signed contract, a confirmed start date and a brand-new team member…BUT are you in the clear – does it really end there? Unfortunately, that is not always the case, especially when someone is working out their notice period and their employer is looking for ways to keep them.

So, we need a ‘catch phrase’ or ‘buzz word’ to describe this period

 - Incubation period
- Critical nurturing phase
- The balancing act

Call it what you will, but this period is so vital, and it is up to you as a future employer or recruiter to ensure you are closer than ever with your new recruit – as this will ensure they travel through the notice period without reconsidering their options… What does this mean?

 - Assist and walk them through the resignation process and what to expect. Remind them of why they were   
    exploring the market in the first place and that they had previously mentioned this to their manager with
    not changes in site
- If they are working out a notice period – create a timeline check in sheet for you and the team to follow
- Check in with them regularly – how was the resignation process, how are they being treated now that they
    have resigned and create excitement for the new chapter
- Go above and beyond – organise a coffee catch up to ensure they are still on track for their first day
- If your new starter is going to be working a balanced work week – send out their tools of the trade before
    they start
- Set them up for success before their first day – ensure they have the welcome pack – potentially even
    starting some of their induction earlier
- And the list goes on…

In any strained relationship there is always the chance that one party will come back more than once to try and rebuild – and that is exactly what happens with counteroffers. Just because the first offer didn’t work, doesn’t mean they won’t try again and again.

We have experienced someone resign from an organisation and retract it, as they felt their new employer just didn’t take any interest – no communication, no follow-up, no check ins which created doubt in the new employee’s mind and in their trust for the new business. aSo do not assume that once you have a signed contract that new employee is coming on board.

STAY CLOSE, invest in your new recruits and help them through the process.