When we look at hiring practices, there is a distinct focus on the candidate side. Most articles look to dissect why a candidate might not have gotten the job and, while that is immensely important, it is not the only factor to consider.
Finding a job and filling a job are two sides of the same coin. The match needs to fit both parties involved or the role will be open again sooner rather than later. It is absolutely true that candidates need to know how to put their best foot forward, but it is equally important that clients and employers know how to do the same.
There are many factors that could bring a candidate to reject a job offer, but we have singled out the most common reasons to give employers a place to start. Take a look at these 5 reasons why a candidate might decline your job offer before moving forward with you next set of interviews.
5: The responsibilities are different than what was expected
Creating a job posting that is effective and true is a craft. Companies need to balance out buzzwords with an accurate reading of what they expect incoming candidates to be doing. Job hunting and interviewing takes a fair amount of time and effort from all parties, so no one wants to waste time with false pretenses.
A good way to ensure that you are setting proper expectations for incoming candidates is to follow up applications with a screening effort of some sort. Either a short screening phone call or a virtual skills test can give candidates a good insight to what you are looking for and let you know if they will be capable of the work you will require them to complete.
Additionally, employers should send over expectation information early in the process. A descriptive outline of the day-to-day processes and responsibilities will go a long way to making interested candidates feel prepared and focused.
4: The culture doesn’t feel right
Culture has become one of the most important factors to choosing a workplace in recent years. There is no distinctly correct workplace culture to strive to, as every workplace is going to be a bit different, but there are some key elements that people are looking for.
Candidates are looking for companies where the communication is open and the values are clear. Catchy sayings are great for the public, but your employees need to see that your company will follow through when guaranteeing change, opportunities for advancement, and a work-life balance. This criteria is becoming the new bottom line for those coming into the job market and it has proven to create a healthier and more productive workspace.
3: No flexibility
Coronavirus has taught the world that so many more jobs can be done from home than we were previously led to believe. Flexibility in the workplace is becoming a new norm and offering relief to employees in all different types of professions. Combination workplaces that offer work-from-home and in-office work are often called ‘hybrid’ workplaces and are becoming increasingly popular.
Beyond the stress of the pandemic, many people are reporting that they have no desire to go back to office life as it once was. Flexible schedules allow parents to be home with children, allow students to attend classes with greater ease, and give financial relief to people who have to travel a ways to be in an office. Flexibility is not the right option for every person or profession, but working with employees to create a similar relief system can help incoming candidates feel heard.
2: Pay is Below Market Rate
There is no question that money is an important factor to taking a job. People will take jobs that have nothing to do with their degrees or passions simply because the pay offered allows them the freedom to enjoy those elements outside of work.
Before posting a job offer, look at the cost of living in the area and the market rate for that specialty’s professionals. Ensure that your job offer covers the cost of living and hits the average market rate to ensure that you get quality candidates to apply. If you are relying on additional benefits or bonuses to close the gap on pay, that is perfectly understandable, but rarely assumed, so it needs to be outlined and detailed in the job description and offer.
1: A Bad Experience During the Interview Process
A bad experience during the interview process is the number one reason for a candidate to turn down a job offer. These experiences can include a myriad of hiring faux pas, including a lack of clear communication, clashing personalities between interviewers and interviewees, or an interview sounding too rehearsed. All of these set off little alarms in potential candidates’ heads that tell them to get out ASAP.
The best way to combat this is to be honest and open about the expectations of the experience and how candidates can best communicate to ensure the process goes smoothly. Ensure that your hiring team does not ignore emails, calls, or texts from potential employees and be sure that you are ready to extend an offer relatively soon after the interview, as waiting is a sure-fire way to lose a candidate to a competitor.
The best way to make sure that you always have the best foot forward and have managed a candidate’s expectations well is to work with a recruiter. Recruiters work for both sides of the hiring process to create a successful team, so they will ensure that only prepared candidates are coming through.
If you are interested in using Radius for your hiring needs, then fill out our contact form here and we will have a specialized recruiter reach out to you as soon as possible.
