Last year, an estimated 56% of employers reported they had job offers rejected by their preferred candidate. There’s not a lot more frustrating than finding the perfect candidate only to have them reject your offer towards the end of the recruitment process. So what can you do to minimise the chance of this happening?
Chances are your candidate has accepted what they see as a better offer at another company. While salary isn’t the only factor that affects a candidate’s decision, it does make the choice a lot more clear for many candidates. The competition is fierce, especially for roles that require a certain level of experience, so if you’re not offering a competitive salary, your chances of finding talent are obviously going to dwindle. The key is to keep an eye on the market and at what your competitors are offering. Even if management dictates the salary level you are allowed to offer, express that it is a better return on investment to secure talented, performing staff by offering higher pay. A range of factors need to be taken into account, including location and experience, but salary is one of your biggest pull factors, so make sure it looks attractive.
Pay isn’t the most vital thing to a lot of candidates, with many accepting roles because the company offers a range of other benefits. These could be anything from holiday to company cars to flexible working to free parking. If your company can offer any of these things, make sure they are well advertised and presented to the candidate. Even the smaller perks can help clinch the deal, so leave no detail out. It’s also important to emphasis opportunities for training and progression to indicate that the candidate will have the chance to get more out of the role in the long-term, as well as the potential to increase their salary.
The rejection could be based on the candidate’s inability to see themselves working for you. The reasons for this are a bit more complicated and ambiguous than factors such as salary and perks. If candidates really don’t feel like they are a good fit for the company based on values, perhaps their rejection of the offer is a positive thing for both of you. However, there are ways you can encourage candidates to envisage themselves in the vacancy. Offering a tour around the workplace at interview stage as well as introducing them to a few members of staff can go a long way in allowing the candidate to really get a feel for what it’s like there. If the candidate gets a chance to see your existing members of staff in action, this could be what makes their decision on whether they want the job or not. Encourage everyone to be aware if interviewees are coming in so that they can be the shop window for your company and sell the role to the candidate.
Eradicating the chance that candidates will reject the offer is never going to happen – there could be a range of personal reasons behind their decision. However, there are simple steps you can take to minimise the chances of it happening.