Advocates Legal Recruiting’s Post

Thinking of accepting a counter offer from your current employer? Before you make that decision, consider this: Are short-term gains worth long-term consequences? Sometimes, absolutely! On the other hand, it could be a risky move. Watch our latest video to explore the dilemma of counter offers. Share your experience in the comments! #CounterOffer #JobOpportunity #JobOffer #JobSearch #JobHunting #CareerAdvice #JobLeads

At KMR we advise job candidates to be leery and cautious of employer counteroffers. Too often the underlying reason for leaving an organization is not resolved by an employer's offer of increased pay or promotion. In fact, 50% of people who accept a counteroffer leave the company within 12 months.

Thinking of Accepting a Counteroffer? Think Again! Check out this blog by Cathy Wojnicki, "The Counteroffer Conundrum: Why Accepting Might Hurt More Than Help". It's a must-read for anyone contemplating a job change. Counteroffers can seem enticing with promises of higher pay and better benefits, but the stats tell a different story. Did you know that 80% of employees who accept counteroffers end up leaving within six months? 😲 Before you consider staying for a counteroffer, weigh the short-term perks against potential long-term consequences. 🔗 Read the full blog here and make an informed decision about your career: https://lnkd.in/gQ8NuVCx #CounterOffers #Blog #Hiring #JobChange #Recruitment #RecruitmentAgency #Vantage

If you're looking for a new job just because you're after more money, ask your employer first. They'll either tell you they will pay you more or won't. Then you have your answer and can job search elsewhere. Because otherwise, you'll waste everyone's time applying for jobs, interviewing, negotiating elsewhere, only to go back to your current employer and tell them you're leaving unless they match your new offer. It doesn't go down well. Thinking of accepting a counteroffer? Here's why you shouldn't: -> Trust issues: Once you threaten to leave, your loyalty may be questioned, and future growth opportunities could be limited. -> Short-term fix: A counteroffer often only addresses salary, but your core reasons for leaving (culture, growth, etc.) remain unchanged. -> Reputation risk: Accepting a counteroffer after negotiating elsewhere can hurt your professional brand and relationships in both circles. If you’re seriously considering a move, make it for the right reasons, not just a quick raise. Have you ever accepted a counteroffer, and how have things worked out for you? https://lnkd.in/exZ4jH5x

🚩 "Accepting a counter-offer? It's a trust test!" When you decide to accept a counter-offer from your current employer, you're not just renegotiating your salary or job role - you're diving into a complex web of trust and loyalty. From my experience as a recruiter, one of the biggest pitfalls I've seen is the potential breakdown of trust. When an employer makes a counter-offer, they're often doing it to patch a leak, not to recognise your true value. And let's be honest, if they were serious about your worth, wouldn't they have given you that salary, position or revised flexibility in the first place? Many accepted counter-offers have resulted in employees being sidelined when new opportunities arise. Why? Because the employer now sees you as a flight risk. It alters the way they view your commitment and reliability. They might even start preparing for your departure behind the scenes, just in case. Besides, statistics from a recent UK study indicate that 60% of employees who accept counter-offers leave within six months anyway. So, what are you really gaining? Before jumping on a counter-offer, weigh the real cost. Short-term gains might lead to long-term career stalls. Think twice, as the grass might not be greener on either side. Are you opening doors or just giving them a reason to shut behind you? #CareerAdvice #TrustIssues #RecruitmentInsights

💰Counter Offers💰 Here are three reasons to consider before accepting a counteroffer from your current employer: • Beyond the Money: Your decision to leave is about more than just a salary increase. Factors like organizational culture, colleagues, and location also play a crucial role. • Temporary Fix: Accepting a counter offer won’t address the underlying reasons that prompted your job search in the first place. These issues often resurface, leaving you back at square one. •Professional Growth: Declining a counter offer opens doors to new opportunities that better align with your career goals and personal values. Your professional journey is about long-term fulfillment and growth. When faced with a counter offer, stay true to your values and embrace opportunities that lead to greater success and satisfaction. Looking for more tips on counter offers? Let’s connect! #CareerAdvice #JobSearch #ProfessionalGrowth #CounterOffers

"It’s like going back to an ex." A candidate recently described counter offers to me in this way—and honestly, it’s spot on. Of course, they can seem appealing at first but in most cases counter offers are often not the fix they appear to be. 3 reasons why below: 𝗧𝗵𝗲 𝗥𝗼𝗼𝘁 𝗣𝗿𝗼𝗯𝗹𝗲𝗺 𝗦𝘁𝗮𝘆𝘀 Whether it’s salary, culture, or career progression, the reasons you wanted to leave doesn't magically disappear with more money. 𝗧𝗵𝗲 𝗖𝗼𝘂𝗻𝘁𝗲𝗿 𝗼𝗳𝗳𝗲𝗿 𝗜𝘀 𝗢𝗳𝘁𝗲𝗻 𝗮 𝗤𝘂𝗶𝗰𝗸 𝗙𝗶𝘅 Employers often extend counter offers as to avoid the hassle of finding a replacement. Once the immediate issue of an employee leaving is resolved, their focus may shift away from your satisfaction or growth. 𝗦𝘁𝗮𝘁𝗶𝘀𝘁𝗶𝗰𝘀 𝗗𝗼𝗻’𝘁 𝗟𝗶𝗲 Studies show that 50-80% of people who accept counter offers end up leaving within 6-12 months because the underlying dissatisfaction tends to resurface. It’s always worth weighing the long-term implications of a counter offer before making a decision.

💸 Counter offers - are they really the answer? As a strong performer, when leaving your current company you will likely be presented with a counter offer. While a higher salary or an improved commission structure might initially seem appealing, accepting such offers may not be the best decision for several reasons...    1. If you're looking to leave business it's typically because you're dissatisfied or unhappy in that environment, a higher salary won't make those feelings go away.   2. 80% of people who accept a counter offer leave after 6 months anyway, so don’t waste your time by putting a temporary halt on your career!   3. Your employer might be offering enticing opportunities or increased compensation to persuade you to stay now, but you should consider why these weren't presented earlier and whether these promises will actually materialise.   Why are you looking to leave your current position in the first place? Is it due to:   📉 Lack of progression ❌ Bad management 💸 Money 🤝 Culture   Ask yourself - will a counter offer really solve those problems, most of the time the answer is no. ☎ (832) 648 4813 📩 frances@r2rhouston.com 💻 R2R Houston #recruitment #recruitmenttorecruitment #r2r #counteroffer #newjob

Let’s talk Counteroffers for a moment 🙋♂️ You know when an employer offers a current employee a new or improved deal (such as higher salary, more benefits, or a promotion) to encourage them to stay, usually after they’ve received a job offer from another company. Sounds great? Maybe, but will typically only happen in these scenarios: ⭐️ Employee receives a better offer: The current employer may make a counteroffer to try to keep the employee from leaving. ⭐️ Employee is unhappy: If an employee is thinking of leaving due to dissatisfaction with their current role, the employer might offer better terms to address their concerns. Now, before accepting a counteroffer here is some things to consider: 😲Temporary fix: Sometimes, counteroffers can be more about buying time than actually addressing underlying issues, like company culture, career growth, or personal job satisfaction. 😧Trust and loyalty: Accepting a counteroffer can sometimes impact your relationship with your employer. Some people feel they’ve been undervalued until they received an external offer. 😟Long-term satisfaction: It’s important to ask yourself whether the reason you were looking to leave has truly been resolved or if it’s just been postponed either way a higher salary or an additional perk. Keen to hear from others, Have you found yourself in a situation with a counteroffer, good or bad? **If you are within the healthcare sector and currently navigating through an offer or been faced with a counteroffer and unsure on what to do, feel free to reach out to myself and I will be happy to workshop this through with you** #counteroffer #recruitment #employment #offers #healthcare #MCGHealthcare

Counter Offers I spoke with a couple of candidates last week who were considering counter offers and asked my advice. To me, there is one critical question you need to ask yourself in this position. Why were you considering leaving the company in the first place? Reflecting on career progression, management, work/life balance, salary, appreciation etc should throw up the root cause of the problem. More often than not, a salary increase won't solve the underlying issues and it's a temporary fix of a ticking time bomb. On the flip side, should employers make counter offers? Seems an obvious yes when it's someone you don't want to lose but statistics suggest 80-90% of those who accept a counter offer leave within 12 months. Plus the aftermath of a counter offer can lead to discontent within teams, affecting morale and loyalty. It's not easy but employers need to focus on prevention rather than last-minute intervention. Regularly benchmarking salaries, investing in employee development, creating an employee first culture, recognising and promoting work/life balance and generally communicating well with your staff can proactively address issues before they escalate into turnover. In a talent short market, your people are your biggest asset so invest in them and the grass won't be greener on the other side. #CounterOffers #Recruitment Marston Search