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You will need to inform your manager s up front that if this happens they need to forward the call email or communication to recruitment. On more than one occasion I have seen where the manager engages in the candidate s communication and it back-fires on them in the name of harassment. Suddenly the manager finds they are receiving multiple daily or weekly communication from the now un-desired candidate. If the candidate communicates with the manager without involving recruitment gently inform the candidate that all communication must flow through recruitment. Management does not have the time to communicate with candidates outside of the scheduled interview. Control the process by driving the conversations.
If your candidate receives a counter-offer you would be wise to educate them on why their employer gave them a counter-offer which is to keep them a little while longer as they look for their replacement. Do NOT engage in the counter-offer wars. Give your candidate 24 hours to reconsider your offer or to accept their counter-offer. Do not give the candidate any more time than 24 hours as then the control will be shifted away from you. Your company has no desire to engage in a tug-of-war with another company for any candidate no matter how valuable their skills may be. Be prepared with a plan B candidate and/or sourcing strategy in case your candidate does not accept the offer or fails a drug test or background check.
To ensure that the offer is a smooth transition in the overall recruitment process incorporate the following four steps: 1. Begin with the end in mind 2. Set the tone 3. Be prepared 4. Always be in control Begin with the end in mind. The salary negotiation process begins with the first conversation you have with the candidate during the phone screening. A typical phone screen lasts 30 minutes. This beginning conversation should evolve around what skills the candidate has how their skills can benefit the company how our role can benefit the candidate career and what is the candidate salary history along with their salary goals. Set the tone. By beginning with the end in mind you are also setting the tone.