You’ve done the groundwork and have successfully secured interviews for several candidates. One or two have made a great impression and offers have been made. Time to relax right? Not always, as a candidate may turn around and tell you they’re not accepting the offer.
While this can be incredibly frustrating if you can identify the reason why it could help you improve your hiring rate in the future.
Here are some reasons why candidates say ‘no’ to job offers.
Reason #1: Low salary
Money isn’t always the deciding factor when choosing a job. A report published by the Harvard Business Review found that people value career, community and business cause over salary when deciding to work for a company. Plus, Glassdoor’s Mission & Culture Survey 2019 found that over half of the 5000 respondents said that company culture is more important than salary when it comes to job satisfaction.
However, if the candidate feels that what they’re being offered falls short of their skill set or isn’t comparable to what other companies are offering for a similar role, they will feel inclined to reject your offer.
Visit the Glassdoor Salary Checker to see how the salary you’re offering compares to the sector’s national average.
Reason #2: Poor perks
Research commissioned by Glassdoor in 2017 shows that 34% of people say that company perks are the most important consideration when accepting a job offer.
People look for perks that will make them feel valued both inside and outside of the workplace. If the company perks on offer are falling short of what people are looking for, ask them directly what perks or benefits would entice them to work for you.
Or, if you’re looking to offer something other than free snacks, Friday drinks or a subsidised gym membership, our article, ‘UK’s Top Quirky Perks and Benefits’ has some great ideas.
RELATED: 4 Things You Need to Know About the Candidate of Tomorrow
Reason #3: The time taken between the interview and the offer
You’ll understand better than most that the job market is incredibly competitive and that candidates will likely be interviewing with multiple companies. Therefore, you can’t afford to drag your feet when it comes to making an offer.
If weeks (or longer) are passing between the final interview and an offer been made, it’s possible that the candidate has already accepted a position with another company.
If your slow hiring process is making you lose candidates, think of ways in which you can speed up the process, such as reducing the number of interviews, involving senior managers in the interview process or asking for references upfront.
Reason #4: Poor Glassdoor reviews
Before accepting an offer, most candidates will want to know what it’s really like working for the company. Having a poor Glassdoor review could be preventing you attracting the best talent.
To improve your rating, we suggest that as a matter of course you respond to all reviews – the good and the bad. This allows you to put your side across and to address any matters that have been raised.
You can also ask your employees to leave more reviews, which if they’re happy working for you will be positive, thus balancing out the less than favourable feedback you’ve received.
Reason #5: Weak employer brand
The term employer brand has been around for a number of years. It refers to your reputation as an employer and your employee value proposition i.e. what you offer your employees in exchange for their experience, skills and talents.
Having a positive employer brand is crucial for retaining and hiring the best people. A report collated by TalentNow shows that 84% of jobseekers abandon a job application after reading negative reviews of a company and that 50% of candidates won’t work for a company with a weak employer brand.
To create and maintain a strong employer brand your employer branding must be on point. This means involving the whole company in the process and possibly bringing in outside assistance to help mobilise it. You should also remind your staff of your employee perks and assign employer advocates who are responsible for spreading the word on how great it is to work for you.
Also, don’t overlook the importance of your hiring process. Regularly assess it and flag up any areas for improvement that may be causing candidates to have a negative experience.
RELATED: The ROI of Employer Brand
Reason #6: Contract terms
Contract terms should always be discussed upfront and especially by the time of the final interview. Failure to do so, could lead to a misunderstanding or a candidate rejecting an offer because they’ve found something in the contract they believe to be unfavourable or unworkable.
Avoid losing candidates at this final stage by making conditions of the role clear in the job description and during any initial discusses you have candidates.
Reason #7: Cultural fit
People are becoming increasingly more mindful of the type of company they work for. They’re interested in working for organisations where they feel there is a synergy of beliefs, values and attitudes – otherwise known as cultural fit.
Cultural fit is hugely important to jobseekers. As mentioned above, Glassdoor’s Mission & Cultural Survey 2019 found that 77% of adults across four countries (US,UK, France and Germany) said they consider a company’s culture before applying for a job with them.
If a candidate feels there is a misalignment of your values, beliefs and attitudes to their own, or if they struggle to understand your company culture, they won’t want to work for you.
Attract people who match your company culture by ensuring everyone who works for you is clear on the company’s values and mission, talk about your culture in detail on your careers page and communicate it through your marketing.
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