Recruiting the right candidates can be a frustrating process. Many will have experienced a candidate who seems keen during the interview stage, but then mysteriously declines the job offer later on. If this example is commonplace for you, maybe it’s time to think about how you can improve your hiring strategy. After all, recruitment is costly and time-heavy and you need to be on the ball if you wish to secure talented candidates.
Below we will discuss the top reasons why your job offers aren’t being accepted.
- You took too long to get in touch
Timing is essential. What may seem like a fast-paced decision for you, might feel long and drawn out for your candidates. Job hunters want to feel that their time is being respected, so if you’re taking too long to make a decision they could get the wrong impression. Worse still, they may even think that you’re no longer interested.
Obviously, this process is about balance. You also need a good amount of time to make the best decision. Luckily, there is a simple solution; keep candidates up-to-date at all times. During, or after, the interview, give them a date that they should expect to hear from you by. If things change and you need more time, let them know this so they are kept in the loop.
- A better offer was made by a competitor
It’s no secret that your competitors will want to score the best candidates too, so be on the lookout. Check out the competition and see what packages they are offering. At the end of the day, it’s not just about the pay cheque. Other factors are important to candidates as well such as location, perks and company culture.
Think of innovative ideas you can use to step up your game. A good careers page on your website is always a nice start to entice in eager job hunters and show off what a brilliant company you are to work for. And remember, you don’t necessary need to throw together crazy packages at your candidates to secure them, some individuals value other factors, such as a strong work-life balance. Importantly, make sure you have an efficient and friendly recruitment process, which makes candidates excited to work for you.
- Their current employer stepped up their game
Your candidate’s current employer will have spent time, money and resources training that individual up. So, understandably, it’s likely that the employer is going to be after ways to retain their member of staff. This might be through a pay rise, promotion or other benefits.
From the candidate’s point of view, it’s a big step to change jobs and the possibility of staying where they are may seem appealing. Therefore, it’s important that during the interview process, you gauge the likeliness of their company counter-offering them. This can help you to avoid wasting time. Post-interview, keep in regular touch with candidates, ask them how they are and ensure that they are interested in your opportunity.
- You’re not selling yourself
You might be offering a great job opportunity and package, but it doesn’t end there. You must ensure that you are successfully selling this to your candidates. Make sure that they know all the perks and benefits that are on offer, and as mentioned earlier, use your careers page to showcase this! Doing so means that candidates can clearly know what to expect from joining your business.
The first step is to decide what sets your business apart from others. It might be that everyone gets together for a friendly social activity every month, or you pull out all the stops for an amazing Christmas party. Even if you aren’t the most trendy ‘bring-your-pet-to-work’ style company, you can still appeal to candidates through a well thought out sales pitch.
- They no longer want to travel
Offering the right package, selling yourself and beating your competitors is great, but if your location isn’t right for the candidate there will still be a problem. While initially, your candidate may have thought it was manageable to tackle an extra commute time, relocation or expensive travelling costs, the reality could have set it and this can all influence a candidate’s decision on whether to accept the job or not.
There’s not much you can do about a candidate’s personal circumstances but offering extra benefits such as flexible working means that they could chose to work from home on certain days, or avoid rush hour travelling times through earlier starts.
- Negative online reviews
You screen candidates, right? Checking up on references, career history and maybe even a Facebook search is how you ensure someone is a trustworthy hire. But remember, candidates can also do the same. Many are turning to tell-all employer review sites before signing the dotted line on a new contract to make sure you reach their expectations.
These sites are available for candidates to give you a background check. Any previous employee experiences, which weren’t so positive, might be on there and could be scaring off your new candidates. Have a Google and see what you find on the internet about your own company. You should be continuously working to boost your employer brand, especially if you know there are some negative reviews out there.
- Limited growth opportunities
If your company shows signs of no career growth, it might worry ambitious candidates. After all, no one wants to accept a job that’s not going to enable them to progress in their career. You need to give candidates examples of those who have worked hard and achieved in your company, then showcase these stories on your careers page.
You can also consider other growth opportunities that might be valuable to candidates such as training courses and qualifications. It’s worth outlining these perks during the recruitment process, to show that you’re an organisation that invests in its employees’ careers. This means that candidates can refine and perfect their skills whilst feeling that someone is engaged in their progress.
In summary
It’s important that you always consider the needs of your candidates during the recruitment process. Avoid making rookie errors such as taking too long to make a decision, as it will give candidates the wrong impression.
Courtesy of CV Library.