Are candidates rejecting your job offers? You’re probably wondering what’s making them not want to work for you. According to the 2015 Q4 Career Builder Pulse Survey, 42% of recruiters say that the most common reason why candidates decline a job offer is because they received another offer. In today’s competitive job market, true talent can be difficult to find because of several factors that might not be considered throughout the hiring process.
We uncovered the top ten reasons why that perfect job candidate turned down your offer.
1. Received another offer.
This is the most common reason why candidates reject job offers. The candidate chose a competing offer. Unfortunately, you are not the “one.” Move on and keep interviewing. There’s someone else out there for you.
2. Received a counter-offer.
Aside from competing with other company offers, candidates often receive a counter-offer from their current employer. This way the candidate can further develop their career path within the company. In this situation, you may want to offer a better salary and benefits package to one up their current employer.
3. Low-ball offer.
Candidates are searching for the perfect job but do not want to be underpaid for their skills and experience. Don’t be frugal with the candidate. Instead, be open to discussing the salary and be willing to meet their expectations.
4. Bad Benefits.
Let’s face it. Your company may not have the best benefits in order to meet the candidate’s needs. This might also be something that you want to research for your business and current employees and see if there are any additional benefits you could offer. Good benefits are an indication of a good company.
5. Bad Commute.
Every candidate has a different situation, whether it may be a 10-30 mile commute, gas mileage, lack of transportation, etc. An inconvenient job location can play a huge factor in the job acceptance process.
6. Negative feelings about the team and/or management.
From the beginning of the hiring process, candidates might have questions, concerns, or even uncertainty about your company. Are you really being honest about your business? As candidates pursue the perfect career path, make sure you are painting a realistic picture of their future workplace and speak the truth. Honesty is the best policy.
7. Read bad reviews on the company.
Almost every career-driven candidate researches a company prior to the first interview. Be prepared to open-mindedly discuss any negative reviews and/or feedback that the candidate may have discovered.
8. Position not as originally described.
The job description needs to match the position the candidate is interviewing for. As mentioned in the sixth turn-down above, honesty is the best policy. Be truthful with the candidate about the position’s real roles and responsibilities.
9. Position will require a lot more work than company realizes.
In addition to matching the job description and position available, be sure to mention any additional responsibilities that may be expected of the candidate. Depending on the job level and salary requirements, this may not be the perfect fit for the candidate.
10. Bad/outdated technology.
Some candidates may require the latest and greatest iPhone, Droid or better yet, computer. Some might prefer a Mac over a Windows computer. If your technology is old and dated, this may hinder their decision of advancing their career with a company who may seem a bit slow to the times. This may also be an incentive for you to research newer technology that could better serve your company.
When it comes to hiring a great candidate, you’ll need more than just a good interview. Be transparent, truthful, respectful, and be enticing —as long as you can back it up— to ensure that quality candidates come through your door and want to work for you and your company.
As you begin planning for 2016, take a look at CareerBuilder’s Q4 2015 Staffing Industry Pulse Survey for some helpful tips: http://www.slideshare.net/cbforemployers/careerbuilder-for-staffing-2015-q4-pulse-survey
