Well, you have two choices.
You either sit back, light that Cuban cigar you’ve been saving for a while and give yourself a jolly good pat on the back.
Or you continue to provide a smooth service to ensure your new employee doesn’t do a big fat U-turn!
The truth is, we are blessed with so many options and possibilities these days, that some candidates can feel like they’re in a sweet shop when it comes to choosing their next career move.
In fact, the hard work actually starts when the ‘new employee’ has accepted your offer.
From social media ease of access to the allures of a higher salary, the recruitment game really is a dog eat dog world.
And if you’re not ready for it, you might just miss out on some of the best talents in your industry.
Is this something you’re willing to accept?
If it isn’t, take a look at our handy guide.
Always be willing to counter
One of the biggest problems businesses and recruiters come across when hiring is a candidate being offered more money at their current job.
If an employee is valued by a business, the chances are that they’ll do anything they can (within reason) to keep hold of their best employees.
With this in mind, you should never shy away from proposing a new deal.
Don’t be afraid to call the candidate up a week after they’ve accepted your offer to ask if they’ve received any counter-offers from their current employer.
This should help you identify any issues early on, instead of receiving an unwanted email three weeks down the line stating that they don’t want the job anymore.
When a candidate hands in their resignation letter to their employer, you may come across some that start to really lay it on thick.
From “miss you” cards to farewell lunches, there’s a high probability that the candidate’s employer will try to make them rethink their whole decision.
In theory, there’s nothing you can really do to prevent this from happening.
However, you can prepare your candidate for it over the phone and continue to check in on them during the whole notice period.
The key here is to also show a level of compassion and support, as a lot of candidates like to feel wanted/valued.
Notice periods are usually at least four weeks – which is a long time when you’re essentially waiting to leave.
Don’t be surprised if your candidate starts to think about every last detail.
After all, they have plenty of time to do this.
Whether it’s missing their colleagues, the routine or the perks, there’s always a chance that they’ll begin to believe that their current life isn’t that bad.
Once again, calling them on a weekly basis to see how their week went will give you the opportunity to provide the ongoing reassurance they need.
If they’re worried about leaving their friends, tell them they can arrange reunions or still see them out of work hours.
Take this opportunity to remind them that they are furthering their career by taking this job with you or your client.
Be very wary of eager beavers who continue to attend interviews even when they’ve said yes to your offer.
Naturally, professionals like to keep their options open to different challenges and the possibility of a higher salary.
A top tip to gauge a candidate’s approach to their job search is to ask them at the start whether they’ve applied/or interviewed with anyone else.
And then further down the line, try getting to know the candidate on a personal level.
This will then enable you to cover any problem areas you may think will push them to accept a “better” job.
For instance, if they have any concerns about commuting, perhaps you could suggest the possibility of remote working.
Or if it’s salary based, reassure them by telling them that you review every employees’ salaries every year or counter the initial figure.
There are certain trigger points or signs to look out for with this.
One big example is if they’re going away on holiday during the notice period or they request a bit of extra time between ending their previous role and starting yours.
This extended time triggers more thoughts and you could be left high and dry.
Be aware of other recruiters or employers
If a candidate has applied to other jobs before or during the time they accepted your job offer, there’s a high probability that other recruiters or employers will try to ruin your party.
Just think, a candidate who is a few weeks into their notice period already means that they won’t have to worry about this whole overthinking process in its entirety.
It’s a no-brainer and a quick win for most.
The simple solution is to ask them directly about how many offers they’ve had.
You’ll soon establish whether a candidate is telling the truth or not by the way that they answer.
Although you can’t stop a candidate from applying for other jobs or their current employer’s attempts to make them stay, it doesn’t mean that you have to sit back and accept it.
Time is a dangerous thing.
When a candidate has too much of it, they start to think.
And when they think, they often start having doubts.
That’s why communication is essential in this game.
Don’t rest on your laurels once you’ve found your perfect employee.
Follow up and create a seamless experience from the moment they accept, right through to their first day on the job.
In other words, treat them like they’re your customer.