Randstad’s report found that 79 percent HR managers are struggling to find people whose skills match job requirements for available positions at their organisation. Relevant on-the-job experience, strong work ethic, as well as vast knowledge on the industry and soft skill are among top qualities that are difficult to fill. What makes it even worse, despite hiring managers have invested time to sort out and interview potential jobseekers for the roles, many talented candidates choose to turn down the deal with a “rejection” letter when being offered the actual job. You might have been wondering, why are candidates declining job offers after working so hard?
Based on research commissioned by Robert Half, there are six reasons why potential candidates are turning down job offers. Let’s take a peek!
Reason #1 Candidates do not get sense of company culture
Professionals and talented candidates are not just accepting roles but also considering the corporate cultures. Positive relationship with coworkers will make candidates 2.7 times happier to be in the job. On the contrary, by not sharing company mission or describing personality traits of ideal teammates, you will miss the opportunity that sets you apart from competing businesses.
Reason #2 Company does not offer valuable experience
Interviewed candidates are usually seeking for new growth opportunity when landing new roles. Thus, daily tasks which are too complex or too easy will fail to satisfy employees and thus make them drop off the job even before the end of probation. That being said, advertising aspects of job which offer opportunity to lead and participate in key projects, as well as to experience professional targets and goals while taking ownership of their own tasks can also be a helpful process.
Reason #3 Remuneration negotiation
32 percent firms rely on competitive salary offering to attract new talents while 33 percent on rewards and benefits. So, you should ensure that your initial offering is attractive for jobseekers. Oftentimes, excessive negotiation can leave bitter experience that will make your offer look uncompetitive.
Reason #4 There is no opportunity for progression
One of more attractive aspects of a new role is growth prospects offered within organisation. It is also one of highest-quality individuals will use to assess level of opportunity on offer and base an acceptance. Therefore, failure in revealing candidate’s favoured career path and not explaining how your business can offer progression can cost you a first-choice candidate.
Reason #5 Lack of good feedback
Applicants often find that waiting for response is a daunting experience. No wonder, it is common for them to accept a second or third-choice roles offered by other companies simply because they response faster than your team. In fact, Robert Half survey found that 65 percent businesses believe finance candidates are less willing to wait for job offer. Thus, giving good feedback is useful to keep candidate informed as well as sort and source future candidates.
Reason #6 Lengthy hiring processes
71 percent jobseekers regularly receive multiple job offers when they are looking for a new role. It implies that many organisations might be missing out on securing top talent for vacant roles due to delayed decision-making and elongated hiring times. Thus, although yours might be candidate’s first-choice, it is unlikely they will risk holding out for you if someone else makes an offer first.
Additional reasons #7 Poor interview experience
According to Ellis Manson, recruiters often receive feedback from candidates post interview whether they did not feel comfortable in interview. So, they choose to pull themselves before recruiters could get to a potential offer stage. Some reasons candidates do so are because:
applicants do not feel comfortable or relaxed during interviews,
interviewers are not organised when applicants arrive,
interviewers are enthusiast in selling their vacancy and showing candidates the true value of company, and
lack of bond created between applicant and interviewer during the session.
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