You’ve found the candidate of your dreams. Without question, this one is the one you want. And you’ve made the investments and taken the steps necessary to take to prove it. After a lengthy and expensive search and interview process, you’ve made a final offer and presented a salary that you consider far more than fair. And your candidate accepted and signed on with enthusiasm.

But as often happens, her last two weeks in her previous position have led her—and her former boss—to a change of heart. Now she’s calling you with a urgent message no hiring manager wants to hear: Her current employer has made a counter offer and raised her salary in order to keep her on board, and she’s thinking of accepting.

Of course this is bleak and disappointing news…for you. But as you’re probably aware, complaining about your own disappointments and your own needs won’t usually win others over to your point of view. So what can you tell your candidate in order to keep her on track and encourage her to make her transition final? How can you frame your arguments in a way that stays focused on her own interests? Here are a few ways to make your case. 

1. Remind her why she decided to leave In the first place. Ask her if she thinks the problems with her current employer—the long hours, the absurd commute, the disrespectful atmosphere—will disappear overnight? Will a small salary increase really make these problems more bearable? Note: if you don’t know what these problems are, that’s a mistake. From the first moment of the first interview, you should have been paying attention to her remarks about these issues and writing them down.

2. Direct her attention to her current employer. Salary raise or no salary raise, will her current boss really bounce back after this gesture of disloyalty? Is it possible that she’ll have to deal with some lingering distrust or resentment in that relationship? Remind her that feelings are real and what goes around comes around…When her boss needs to eliminate a position or two a year down the road, will this incident play a role in his decision?

3. Play hardball. Even if you’re bluffing, let her know that this golden opportunity you’re offering won’t come again. Suggest– or state directly– that if she walks away, the kitchen will close, this bridge will burn, and she may forever wonder what might have been.

Of course, the most simple and straightforward way to fight back is to declare a bidding war and raise your initial salary offer. But this move isn’t always practical or financially possible, and within the bounds of reason and diplomacy, it’s legitimate to present your case to the candidate and then trust her to make the decision that’s right for her. For more tips on making strong offers and winning over the talented candidates you need, reach out to the TX staffing pros at Expert.