Finding the ideal employee is not quite as simple as you may think. In the end, even though you think you’ve got the ideal prospect doesn’t necessarily indicate that they think they’ve found the perfect job.
Companies believe that they should be the ones making the decisions about who to recruit and who to reject, but the reality is that up to 50% of all job offers are turned down.
It can be disappointing to lose the chance to hire your preferred candidate. You may have to start your process all over again, which is expensive and time-consuming, and your subsequent hiring experience may be marred by frustration and skepticism.
10 Reasons Why Candidates Reject Job Offers
Understanding the reasons behind candidates’ offer rejections is essential to increasing acceptance rates. Here are some explanations for why candidates decline offers.
Not Presenting Clear & Positive Company Culture
In order to attract top talent in the industry, it is crucial that your company has a brand image and a positive culture. Millennials, who will be tomorrow’s leaders, are seeking a workplace that allows them to enjoy themselves during the workday.
It’s crucial that you consistently promote your company to the applicant during the application process.
The prospect will be more excited to work with you if you present your organization and workplace in a genuine and positive manner. Why not bring the prospective employee in to meet the staff? They will be able to get a sense of the atmosphere and determine what it might be like to collaborate with you in this fashion.
A Lengthy & Tiring Recruiting Process
A 2017 survey found that 45% of applicants turn down job offers because they were dissatisfied with the recruiting process. A big issue is the length of time it takes to receive a job offer.
The typical recruitment procedure in India lasts for 15-30 days, according to HR Directors. Another research on LinkedIn shows that only 30% of businesses are able to fill a vacancy within 30 days. The remaining 70% of businesses require one to four months to process a new hire.
The expectations of candidates are quite different from this. A corporation wastes time sorting through the many CVs it receives. You may expedite the process and save time by working with a specialized recruitment firm to reduce your options.
Your Offer Is Not Benefiting Them
Have you heard the phrase “You get what you pay for” before? If having talented employees is what you want, you should be aware that such talent is not free. If your proposal is too low, it will simply scare away the best candidates, and you might find yourself with a hire who falls short of your expectations.
Make the top talent an offer they can accept. Do some research on your competition and evaluate what wages and ranges of salaries they offer to their staff. Don’t forget that prospects today can find out if the salary package you are presenting is good or not by simply searching about what competitors are offering.
The Remuneration Package Is Not Right
In a country like India, young millenials are dying to be independent and love the packages with very good remuneration packages. They want flexible working hours, bonuses, separate training budgets, and so much more. They desire an environment at work where advancement and well-being are prioritized.
Choosing a reasonable and competitive price aids in bringing in and keeping the top employees for your business. Speak with your recruitment firm to learn more about the typical pay for your position.
You can simply add the things you think might be of value to your candidate, like:
1) Opportunity to work remotely.
2) Private healthcare (if possible, extended to the whole family)
3) Transportation and Accommodation Allowances
4) Company Cars & Vehicle Allowances
5) A sabbatical after a certain number of years of service
6) Birthdays as Holidays and much more.
The Candidate Doesn’t Click With Interviewer
Working environments are peculiar in that you practically force people to collaborate closely even if they don’t really get along. Every employer hopes that every one of their staff will get along, but this is rarely the case.
Sadly, even with a great salary, benefits package, and business culture, a job offer can be turned down if an applicant and interviewer don’t click.
Keep in mind that the purpose of an interview is to determine whether a candidate has the qualifications to contribute to the success of your business while also selling the company and the position to them. You can also follow some great practices to make your mark during the interview.
This extends beyond the interview as well. A prospective employee gains a better understanding of what it might be like to work for your organization with each email or phone interaction you have with them.
Low Communication Skills
Similar to a delayed hiring procedure, a candidate may choose to choose a competitor’s offer letter over yours if they ever feel like they are being kept in the dark. Candidates are able to determine if communication is hurried or if their contact point is distracted.
The likelihood that an offer will be accepted will increase if there is communication at this point. Perhaps correctly, a candidate will assume that if a possible company doesn’t even have time to explain clearly now, it’s probable that they won’t after onboarding.
The correct course of action might be to delegate this task to a recruiting agency if the individual in charge of the hiring spree doesn’t have the time to get in touch with every selected applicant. However, picking a recruitment agency that has a thorough understanding of the industry you work in is strongly advised.
By doing so, they can handle a lot of the communication on your behalf and cut down on how often they need to ask you for clarification.
Your Company Holds Bad Reviews On Online Platforms
You probably already know that many applicants today are doing web searches on organizations before accepting a job offer. According to a 2017 study by The Harris Poll for Glassdoor, 83 percent of job searchers are likely to look up employer reviews and ratings before selecting where and when to apply for a position.
Negative reviews, on the other hand, should be viewed as a gift rather than something to be feared or resented. After all, feedback enables you to pinpoint the issues that your business needs to address.
Check to see if there are any similar patterns among dissatisfied workers, then gather your management and HR departments to discuss potential solutions.
No Opportunities To Grow In Your Organization
The chance for progress in any new position is the most alluring feature since career ambitions aren’t constant. Employers can increase the attraction of their proposals by looking beyond the current rewards of the position to the potential future rewards. Seek information throughout the interview that will disclose the career pathway your applicant is seeking.
Talk about how you can assist the work and social objectives of each prospective employee. Can you, for example, offer to help my pursuit of additional certifications through my career development?
Can you give any instances of the kinds of projects that current employees have worked on or the work placements that have been established to nurture existing talent? Candidates will see from this how seriously your organization approaches learning and expansion.
The Job Position Is Not Exactly Your Company Described It To Be
The role for which the candidate is interviewing must be described in the job description. The best course of action is, to be honest, here. Tell the applicant the reality about the actual duties and obligations of the position. In addition, it’s possible that the role requires much more effort than the employer anticipates.
Therefore, be careful to indicate any additional obligations that may be anticipated of the applicant in addition to how well the candidate matches the job requirements and position available. This could not be the ideal fit for the applicant based on job level and income requirements.
The Candidate Had a Negative Experience With the Hiring Process
Remember that every applicant is watching your hiring process. After all, it will be their first introduction to your organization.
There are various ways you may develop your hiring abilities to make sure the hiring process is efficient, successful, and even fun for your prospects. Your candidate will lose interest in working for your company if the hiring process is chaotic, disorganized, or managed in a way that is judged incompetent in some ways.
The best solution to tackle this problem is to hire a good recruiting agency. They will help you lay out a plan suitable to your organization to not just attract but also hire the worthy and top talent in the market.
Bottom Line
Due to poor hiring practices, candidates frequently reject job offers or quit the race before it has even begun. Whether you are a famous brand or a startup hiring top talent both your need and necessity if you want to keep growing.
That’s why a good, easy, open, and not so lengthy recruiting process is what you should aim for. And only a compatible and seamless recruitment platform like RippleHire can help you with this.
They can assist you with streamlining your hiring procedures and attracting the best candidates for your industry. Their powerful employee referral program and talent acquisition cloud are the best products/strategies you can find in the market to hire the employees your company needs!
