Many of our clients ask us what we do different compared to other search firms. I always make sure to discuss how we approach the resignation and counteroffer stage of the process. Over the years, I have been surprised to hear how few search firms actually have an approach for this.

One clear differentiator that separates Rice Cohen International apart from other executive search firms is how we approach the resignation phase. Once a client has completed their assessment process and is looking to make an offer to a candidate, the team at RCI will coach them on the resignation process.

Our process has four steps:

1.Sharing information and data around why a candidate should not accept a counteroffer

2.Coaching the candidate around the resignation conversation

3.Role-playing the resignation conversation

4.Scheduling a follow up call to make sure the conversation went smoothly and advise on any outstanding items

Sharing information and data around why a candidate should not accept a counteroffer: 

There have been many surveys and studies regarding counteroffers and candidates that accept them. The numbers vary, but they all show that at least 50% of candidates that accept counteroffers leave that job within the next six months. Those same articles and posts claim that 90% of employees leave within the first year after accepting a counteroffer.

Coaching the candidate around the resignation conversation:

Our approach has always been to coach candidates to take the high road during these difficult conversations. Relationships are important, and we always want to help candidates keep them intact for the future. 

Role-playing the resignation conversation:

Role-playing the resignation conversation helps the candidate feel more comfortable going into the resignation conversation.

Scheduling a follow up call to make sure the conversation went smoothly and advise on any outstanding items: 

This helps us get in front of potential issues, make sure the resignation went smoothly, and keep our client informed on the process.

If your search firm does not have a process around the resignation and counteroffer stage, they should! Otherwise, you are risking wasting a great deal of time and resources by losing at candidate at the end of the process.

Douglas De Almo

Managing Partner

ddealmo@ricecohen.com

Michael Daigle

Senior Researcher

mdaigle@ricecohen.com