The first aspect of this is managing the talent you have and don’t want to lose. The counteroffer process is always a dangerous play, and although a number are currently accepting them, they are often rejected. People rarely move purely for money, but it is an important factor. Here’s how to prevent them from seeking other opportunities:

• Pay fairly: The number one rule is to ensure your talent is compensated fairly.
• Share the plan: Make sure your talent is aware of the business plan and how it impacts them directly.
• Communicate regularly: This is often overlooked. A lot of candidates we register include a lack of communication in their reasons for wanting to move.
• Be honest: Don't leave the business's position up to second guesses. Whether experiencing problems or celebrating success, people appreciate honesty and are more likely to commit when the relationship is based on trust.

People are more nervous about changing roles and companies than ever before. With so much change happening all around them, it doesn't take much to convince them to stay put, even if they aren't happy. Here’s how to better manage the offer process:

• Get personal: Many processes are now digital, which makes it harder for potential candidates to feel fully invested without having met in person. If you can, include a site visit (even a digital tour is better than nothing).
• Share your story: Share the current position of the business and how you have been dealing with the pandemic. Discuss your strategy and your plan for the future. Many counteroffers are accepted because of the unknown with the new business.
• Stay in touch: Keep in contact with the candidate after the offer is made. Make them feel like they are joining an inclusive business. Invite them to a Teams meeting or share relevant information to get them excited about joining your business.