Below are 5 reasons why candidates didn’t accept your offer and what you can do about it in the future:
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The process took too long
Newsflash, if you’re interviewing great candidates, it’s likely that other companies are interviewing them too. Whilst you’re scheduling in their 3
rd stage interview, another company is making them an offer. If your candidate waits too long whilst you decide whether to make an offer, they’ll be snapped up by another business who are quicker off the mark.
What could you have done differently? Timing between interview and offer must be kept at a minimum. An efficient recruitment process shows candidates that you are organised, know what you’re looking for and means they’re less likely to lose interest in the role. See our top tips on reducing timescales in your selection process to secure the best talent:
Safety is in speed when landing the best candidates .
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You didn’t sell the opportunity
As much as the interview is about the candidate selling themselves to you, it’s about you selling the role and the company to them too. Your HR team, and in fact everybody that candidates meet throughout the interview and selection process must present what it’s like to do this job within your business in the best possible light. If your hiring manager seems disinterested or has a poor attitude you can wave goodbye to your dream hire.
What could you have done differently? Be well prepared and professional during the interview process and answer any questions the candidate has in a positive light, the questions they ask are likely to be their doubts about the role or your brand. Candidates should leave their interview excited about the prospect of working for you!
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Your employer value proposition isn’t competitive
It’s vital you provide and promote an environment and culture that people
want to work in. You need to create a culture that suits your target market when it comes to employees.
What could you have done differently? Whoever they meet throughout the process must be in a good position to portray your company culture and what it’s like to work for your business. For more on employer branding, see our earlier blog
what is your employer value proposition? You should also be aware of employer reviews online; candidates have access to information from former and current employees at your company on sites such as Glassdoor and Indeed.
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Your benefits and incentives aren’t appealing to your target market
The value of your benefits package should not be underestimated! Although salary is important, candidates are expecting more recognition for their hard work. To stay ahead of competitors, clearly communicate what benefits are on offer to show how you value your employees.
What can you do differently? Think about the kind of specific benefits that will appeal to your ideal candidates such as work life balance, flexible working options, pension schemes, prizes for high achievers, childcare vouchers, even down to free tea, coffee and fruit in the office. Even the smallest things show employees that you care can help in the battle to win top talent.
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A better counter-offer
Candidates won’t disclose information about other opportunities they are pursuing so it’s wise to expect competing offers or buy-backs from a candidate’s current employer. It may have been a better salary offer that you beat you to it, or maybe you had no room in the budget to up the salary.
What can you do differently? Keep in touch with the candidate throughout the process to keep a check on their intentions and keep them engaged. If you really want the top talent in the market, then you need to make them an offer they can’t say no to.
