Top 8 Reasons Why Candidates Reject Your Job Offers
After weeks of scrutinising hundreds of resumes and conducting countless interviews, you finally found your perfect candidate. But just when you offer the good news, the unexpected happens: the candidate rejects your offer. It’s a frustrating scenario many HR professionals dread. Not only have you lost the candidate of your choice and are now back to square one, but you have also wasted a tremendous amount of time, energy, and resources.
Jobseekers, especially top talent, today are spoilt with job options, allowing them to obtain more leverage than they have ever had in years. According to Jobstreet’s 2022-2023 Outlook | Hiring, Compensation & Benefits report, 4 in 5 candidates (80%) turn down job offers because they accepted another job offer; most likely because they got a better salary package. Only 31% decided to stay with their current employer, while 63% of people who turn down job offers do so because their employment package was not satisfactory, with 24% wanting better benefits such as health and life insurance, or even birthday leaves.
Employers today must realise that the job market is in favour of jobseekers, and that jobseekers now have the upper hand to be choosy, and sometimes, demanding. So, what can you do to reduce the chances of being rejected by the candidate of your choice?
Let us start by exploring some of the reasons candidates decline your job offers and what you can do to prevent these from happening:
1. Your offer wasn’t good enough
Ever heard of the saying, “You get what you pay for”? If top talent is what you are aiming for, then you should know that high-quality talent comes at a price! If your offer is low, it will only drive away top talent, and you might just end up with a candidate who isn’t as qualified as you’d hoped for.
If you genuinely want to hire the best, make them an offer they can accept. Conduct your research (using tools like Jobstreet’s Career Insights) and compare among your competitors to see what compensation, salary range, and benefits they provide for their employees (you can do so by visiting their Company Profiles page). Do not forget that with the help of the Internet, candidates today can easily find out if you are making them an offer that is below their market value.
2. The job/work culture isn’t what they wanted
Some employers tend to forget that it is not just them interviewing candidates to assess if they are the right fit; it also works vice versa. Candidates are also assessing to see if the job and work culture are what they are looking for.
Pay very close attention to the questions candidates asked during the interview, particularly if these are questions pertaining to the job or work culture. If the candidate rejects you because the job isn’t what they want, it may be a blessing that they pull out earlier knowing that they aren’t the right fit. However, if you have a higher frequency of candidates declining your offer due to the work culture, then perhaps it might be time for you to reflect on what you can do to make your organisation a better place.
3. You took too long
Always remember that you are not the only organisation that the candidate has interviewed at. In a competitive job market, top talent also tend to receive more than one job offer. So, if you are not quick enough, you might just be the losing party.
Once they are shortlisted, preserve a strong communication with them. Whether you have decided to hire them or are still pending the final decisions by top management, constantly remain in contact with them to keep them informed on the latest update to maintain their interest.
4. The recruitment process was a bad experience for the candidate
Keep in mind that all candidates pay attention to your recruitment process. It is, after all, the first impression that they will get about your organisation.
There are many ways you can improve on your recruitment skills to ensure that the recruitment process is seamless, fruitful, and even exciting for your candidates. If the overall hiring process is messy, disorganised, or handled in a manner that is deemed incompetent in some ways, your candidate will lose the enthusiasm of working in your organisation.
5. Negative online reviews
Think about it: Consumers would conduct research before making a purchase. The same would go for jobseekers. Nowadays, talent would conduct research on companies and organisations before making any decisions. So, online reviews will obviously impact their decision-making process.
You can’t stop your former employees from posting negative reviews about your company. Nevertheless, you can manage these reviews in a professional manner and work towards improving the problems that have been highlighted. You can also conduct a survey; find out what makes your current employees happy and encourage them to provide positive testimonials to boost your company reputation.
6. Concern on workload/difficulties
Excessive workload is one of the most common concerns for employees. When employees are overloaded with work, it can lead to burnout, decreased job satisfaction, and even physical and mental health issues. Other difficulties that employees may face include difficult co-workers or managers, inadequate resources or support, and unclear expectations or goals. When employees face these challenges, it can lead to a sense of frustration and disengagement from their work. Employers must understand and address these concerns to ensure that their employees are productive and motivated.
So, how do employers address workload concerns? They must provide clear expectations and priorities. This ensures that workloads are reasonable and manageable. Further, they can provide resources and support to help employees meet their goals.
7. Wanted more benefits
Employees are the backbone of any organisation and the key to its success. Therefore, it is essential for employers to provide their employees with an environment that encourages growth and development. Offering more benefits — such as health insurance, retirement plans, and paid time off — is one of the best ways to achieve this. Employees may want more benefits from their company to feel valued and appreciated, improve their quality of life, and support their work-life balance.
In addition, providing more benefits can give employers a competitive edge over other companies in the same industry, making it more attractive to potential employees as well as retaining their top talent.
8. Retained by existing company
Retaining employees is essential for the long-term success of any company. An organisation that helps keep their top employees is able to maintain its level of productivity and performance. In some cases, retaining existing employees may be more cost-effective than recruiting and training new ones.
Experienced employees possess specialised knowledge and skills that are valuable to the company. Thus, retaining them can help maintain institutional memory and knowledge. Productive employees who consistently deliver high-quality work and meet or exceed performance targets are assets to any organisation.
Although the above may be some of the common reasons as to why candidates decline your job offers, there are times that these candidates are forced to reject your offer due to other personal issues. Regardless of the reason, when a candidate turns you down, it is not the end of the world. It is important for you to handle the rejection in a tactful and professional manner, leaving a lasting good impression for the candidate to remember your organisation.
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