Oct 19, 2020
Recruiting and hiring the right candidates involves company branding, positioning, challenging work opportunities, and offering a competitive compensation package. It is not enough to attract candidates with the qualifications, skills, and experience that meet the position description; you must also be able to land them with your company. At many organizations, there are significant efforts and energy put into personality fits and company culture tests. Put those same efforts in the offer and acceptance process. Just because you believe you have found the ‘right’ candidate doesn’t mean the candidate believes they have found the ‘right’ organization.
What do you do when your “perfect candidate” turns down the offer? What happens next?
The first step to take when your job offer is rejected is to find out why. The number one reason job offers are rejected is the candidate was offered a better salary and benefits package elsewhere, or your organization’s offer did not meet their expectations. Make sure you have researched the position thoroughly and know what competitors are offering. Do you know what the employment market looks like for this skill set?
Be transparent with the salary range for a position in the job listing and initial screening interview. This allows for each party to understand what the expectations are for the position. Before extending an offer, try to learn how the candidate will react to it.
In addition to salary, the benefits package may also be another area to examine and where win-win negotiations can happen. Find out what the candidate may value the most. Learn if time off is attractive, or perhaps they are looking for a flexible schedule. Sometimes these factors can add real value to an offer when the budget for the salary range is not as flexible.
Another top reason for a rejected job offer is the candidate had a less than ideal recruitment experience.
The process may have taken longer than expected, leaving the candidate plenty of chances to continue to look for another position. Taking weeks to get back to a candidate or appearing to be disorganized during the hiring process can leave a bad impression on most candidates. Review your hiring process. How many interviews are required? Who are the primary decision-makers? Is there a better way to make the best use of the candidates’ and the company’s time? Know what the recruitment, interviewing, and hiring process for a position will look like before it starts. Make sure you have established a timeline and get everyone involved onboard to make it happen. Another tip, stay in touch with other highly qualified candidates in the event your top candidate receives another offer before you have had the chance to complete the full interview and offer process.
Another priority for most job seekers is their opportunity for growth with your organization. If the salary is the not reason for the offer rejection, it may be that the candidate did not see the chance to be rewarded, promoted, or the chance to learn and take on new challenges with the organization. Presenting the professional development opportunities provided is extremely important in this job market. Especially for young professionals, career development is high on their list.
The organization’s reputation may be another factor considered when a candidate considers an offer.
Your digital footprint leaves a lasting impression on job seekers. Be sure to address negative reviews and resolve the matters before they define the company. If your organization has negative remarks on sites from current or former employees, take a look and see if there isn’t something to them. If an organization acknowledges and grows from poor employee experiences, it can become stronger and more attractive to candidates. If you believe this is a major area of concern, be the one to address those issues with candidates first - especially how your organization has developed and improved since those reviews were posted.
Human Resource professionals now, more than ever, need tools to improve and enhance their recruiting and hiring efforts. Employing a recruitment software solution such as LightWork® Recruit and Onboarding can increase your success in the marketplace. It is a powerful and flexible applicant tracking and recruiting software with quick and easy set-up and implementation. LightWork Recruit allows HR to post openings to job boards and social media and track applicants through the interview process. It works to improve your online reputation and streamline procedures. Once an applicant is selected for hire, LightWork’s module assists with the administration and compliance concerns of onboarding a new employee. It also covers tax credit processing. Attracting and hiring top-level talent has never been easier or more efficient than with LightWork Recruit and Onboarding. To learn more about the value of a centralized recruit system click here.