Few situations are more frustrating than finding the perfect candidate, extending an offer, and then losing the person to a counter offer from their current employer. However, the threat of a counter offer and the chances of the applicant accepting can be diminished. Here are a few suggestions:
Determine the person’s true motives for wanting to leave their current role, and then make it clear your opportunity will fulfill their goals.
Discuss the potential of a counter offer early in the selection process and ask how they would react should they receive a counter proposal from their current firm.
Make your best offer first, to help remove the possibility of a wage war.
Stay in touch with the candidate after they accept by checking to see how their employer responded when they gave their notice.
Even after following this advice, the candidate may still accept a counter offer (nothing is 100% when dealing with people!). All you can do is work to avoid the counter offer before it happens.