Project Description
The recruitment process is a long one, and often exhausting. It requires great effort and particular attention to every detail. Considering the costs associated, it’s normal that we want the process to be completed as quickly – and flawlessly – as possible.
After doing your research, you feel that you have mastered your recruitment process. The interviews went well and the official offer has been sent out. Yet for some reason, candidates turn down your offers. What is even more challenging, is that the candidates appear enthusiastic at each stage… and you can’t put your finger on what is going wrong.
Every company will have a unique situation, but there are certain motives as to why the contract isn’t being signed. Let’s cover 6 of the principal reasons why candidates may be giving you the thumbs down.
#1. Unsatisfactory incentives
Never has the phrase ‘there’s more to life than money’ been truer.
There was once a time when salary was the key to hiring. While people used to be attracted to the highest earnings, nowadays people are looking at the bigger picture. In fact, surveys show that 34% of candidates look at the company perks before other aspects.
What a company can offer reflects on how they value their employees. Remote work is a top priority for many, even if it just for one or two days a week. Others look at things like housing allowances, gym membership or sponsored further education.
#2. The cultural fit of your working environment
We spend 8 hours a day (or more), 5 (or more) days a week in the office. It’s crucial therefore that employees feel comfortable and appreciated. This comes down to the culture fit. Having the right culture fit means that your employees share the same values, beliefs, and worth ethics. In order for everybody to carry out their role to the best of their ability, employees need to enjoy coming to work.
Research shows that 77% of adults will look at the culture fit before even applying for a job. To make sure your candidates fit with the culture in your environment, you need to be aware of the attitudes of your current employees and ensure that they fully understand the values of the company.
#3. You are lacking a good employer brand
Your employer image is how other companies and candidates view you as an employer. It includes both what you can offer and who you look after your team.
Social media today plays a huge role in employer brand, which is why it is critical for candidates to have a positive experience with you. Many candidates these days will pass on a job application if they read negative opinions of a company. Regardless of whether or not you intend to hire a person, it’s essential that you treat them with respect and leave them with a positive image of your firm.
#4. A low salary below market rate
Although we have said that the salary isn’t the highest on the list of priorities, it is still significant.
Again, as trends in recruitment change, we are now more open about income than in the past. It’s much easier to find out what others in a similar role are earning.
When the salary you offer is lower than what the competition is offering, it comes across that you don’t value your talent as much as the next company does. It’s therefore always worth researching the job role you are looking to fill and comparing salaries with the market. You need to make sure that your offer is more attractive, whilst still within budget.
#5. A lengthy wait between the interview and a job offer
It has to be said that there is a great deal of rivalry among recruiters and companies. Many positions are in high demand, more so for senior roles. Accordingly, it’s not uncommon for candidates to have multiple interviews and a difficult decision to make.
If you are too slow off the mark and aren’t quick to make an official job offer, somebody else will. In today’s market, we simply can’t afford to take weeks to offer a candidate a position. If this is happening within your company, look for ways you can resolve this: consider automating your system and ask other senior team members to assist in the interviews to speed things up.
#6. Terms and conditions of the contract
At this final stage, there is no room for error, especially not one caused by any sort of misunderstanding. When the moment comes for a candidate to sign the contract, there should be nothing to surprise them and cause them to reject your offer.
During the interview process, all areas of the contract should be discussed and you should confirm that the candidate understands each detail. Take time for the candidate to ask any questions they have. When everything is clear from the early stages, there will be no hesitation towards the final stages.
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