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Why do candidates decline job offers?
Many businesses will have felt the sting of rejection after their first choice candidate accepts a job offer elsewhere. However, it may not be completely out of your hands in the future. Candidates often refuse job offers or drop out of the race early due to flawed recruitment processes. We can help you to streamline your recruitment process and win the top talent in your sector. So, what are the main reasons that a candidate refuses a job offer?
No room to grow
When considering a new role, regardless of the level, it is important that a candidate can see the opportunity to progress within the business. If they are unable to picture themselves improving professionally with you, top candidates will often look elsewhere for employment. Be sure that you highlight any opportunities for progression, training, and development, during the interview process. This will showcase your investment in the position and that there are future plans for the role that a potential candidate should consider.
No clear company culture
It is important to make sure that your business has clear branding and a good culture, as this is key to securing top talent in the market. The future leaders of today, millennials, are looking for a working environment that offers them personal enjoyment throughout their working day. It is important that during the interview process you are constantly selling your organisation to the candidate. Portraying your company and office culture in a true, and positive light will encourage the candidate to be more excited about working with you. Why not invite the candidate into the office to meet the current team? This way they can get a feel for the environment and gauge what it would be like to work for you.
An unsuitable benefits package
Candidates are expecting businesses to offer them more than just financial remuneration, and the extras really do go a long way with the top talent. Consider the benefits scheme that you offer at the moment, or lack thereof, and work on improving this. Top talent will be enticed by these rewards and it may put you ahead of the competition if your benefits offering trumps theirs. A comprehensive, yet flexible benefits package is an easy solution to winning the best talent.
A slow recruitment process
The market of today is candidate-led, meaning that there are more jobs available than there are good candidates. Therefore, top talent is hard to come by. If you are interviewing a candidate and they are perfect for the position, do not wait to offer them the role. They will probably be in other recruitment processes with your competition, and if they are offered a job elsewhere before you get the chance to, it is likely that they will take it.
No salary benchmarking
Salary benchmarking is key to attracting the top talent. Be sure that you are offering competitive remuneration for the role you are hiring for. If candidates feel as though they are being offered too little for their skills, or if they are offered a better salary elsewhere, you will not be their first choice employer.
If you want to check your salary packages and be sure that you are offering the national average for your region and job role, use our salary benchmarking tool.
No flexible working
Millennials, in particular, consider flexible working to be an important part of their working life. Offering this within your business allows for a better work-life balance and a supportive working culture for your employees. Allowing your employees to start and leave early when they have prior arrangements, or to work from home for a couple of days, really goes a long way in boosting morale and happiness within the team.
If you would like to find out more about how to improve your recruitment process, get in touch with one of our specialist recruitment consultants today. For expert insights and top tips on securing top talent in today’s market, view all of our management advice here.