Book a demo

(This is the fifth in a series of blogs that examines the parts of the direct-hire placement process that differ from contract placement and how contracting can be simpler, easier, and less stressful.)

4—Counter-offer considerations

Direct-hire placement—Ah, yes, counter-offers. Even though recruiters coach candidates religiously about the dangers of accepting counter-offers, some accept them, anyway. A candidate accepting a counter-offer is tantamount to a fall-off. It feels like one, anyway, and the amount of money you receive for both is definitely the same. The very nature of the perm world demands that counter-offers exist. After all, if a company is going to take an excruciating amount of time making a decision to hire somebody, they’ll probably try to keep that somebody if they attempt to leave. They have to protect their investment, after all.

Contract placement—Chances are good that the candidate is between contract jobs or finishing one contract job and lining up their next assignment. If the candidate is currently in a contract position, once that contract is up, they’ll be free to start a new one. Candidates who work on a contract basis tend to stick to contract positions. They don’t intersperse them with direct-hire positions, so the possibility of a counter-offer in a contract placement situation is slim, at best. Imagine… a world with no counter-offers.

You may also be interested in…

Article

Terminating an Employee in New York: What You Need to Know

Termination is an inevitable aspect that every employer must navigate with diligence...

Case study

New Zealand Based Company Expands to USA with FoxHire

How can an international company expand to America and hire new employees?...

Webinar

Conversion Fees for Dummies: A Guide for Recruiters

In this webinar, we break down the often misunderstood topic of conversion...

A complete Employer of Record (EOR) platform for onboarding, payroll, and compliance – so you can hire without the hassle.