Today’s labor market boasts more job openings and a decreasing rate of unemployment. While these facets prove beneficial, this now means that candidates have the ability to become more selective in their job hunts and can ultimately decide to say no to working for companies. Though this may prove frustrating for recruiters, companies can use their understanding of candidates’ most common hesitancies to prevent future candidates from turning down a job offer down.
Your Offer Isn’t Competitive
For many candidates, salary and benefits are among the top criteria for accepting job offers. Candidates are more likely to accept a position at a different company if it offers a more robust salary and benefits package. If a company begins noticing a pattern in candidates rejecting offers for reasons related to salary or benefits, it may be time to consider implementing better benefits packages that are low-cost to the company, but prove valuable in sealing the deal for candidates.
While updating salary and benefit packages can be useful, if an offer reform doesn’t appear feasible, a company can also make sure it’s transparent about salaries and benefits from the beginning. For some candidates, salary and benefits packages may prove secondary to factors such as culture or location, while other candidates might require a more competitive salary; it’s important to discuss candidate values to determine which factors may end up souring the deal. If expectations clash, turning a candidate away earlier in the process proves more ideal than having both parties undergo a lengthy process only to run into complications regarding the offer at the end.
The Candidate Had a Negative Experience
For some candidates, a negative experience may turn them off from a company entirely. These negative experiences can be due to lengthy or confusing interviewing processes, inconsistent communication, or unorganized processes and decisions. A candidate who is not confident in the company’s communication, processes, culture, or professionalism may be more likely to turn down an offer.
Interviewing is a two-way street, candidates are interviewing the company just as much as the company is interviewing them. It’s important for companies to be respectful of the candidates’ time during the interview process, as well act as genial and professional. Encouraging a welcoming environment can also help retain candidates.
Your Company Has a Bad Reputation
With more information made accessible online, candidates now have the ability to research companies. As a result of this, a company’s brand reputation proves an important determining factor in candidates’ likeliness to accept an offer. Job websites like Glassdoor allow candidates to research and read reviews from current or previous employees, which can influence their decision.
If companies are worried about negative reviews, they can become proactive. Reading feedback can help companies identify their weak areas, and with help from HR and management, companies can work toward addressing and improving problem areas.
While it’s unlikely companies will see every candidate accept an offer, becoming aware of what factors might cause hesitancies and addressing them may have a positive impact on the hiring process.