You’ve been through the stress and strain that is hiring a new employee for the team, even more so if it is a replacement and you are now excited because you have found the right person for your team and an offer is made. But the offer is rejected and you have to go back to square one.
What happened? You thought the candidate was just as interested as you were and the recruitment agency backed this up but something has broken down and when it came down to the crunch something changed the candidate's mind, so how can you avoid this happening again?
1. Carry out more than one round of interview
Too many companies will offer a candidate the job after 1 round of interview and but this rarely gives a candidate, even at entry level, enough opportunity to get truly excited about the opportunity or have all their questions answered. Too many unanswered questions usually result in a rejected offer.
2. Offer the right money
If you are working with a recruiter they should be able to tell you the candidate’s expected salary as well as their bottom line so you can make an offer that the candidate will accept. If you are working with a recruiter you can trust, these salary brackets are accurate and should be believed. Don’t offer less than the candidate is asking for in the hope that you can save some money, offer what the candidate is worth because if you don’t, someone else will.
3. Understand the candidate’s motives and priorities
Too many companies make an offer without understanding a candidate’s motives. What kind of job are they looking for, what, apart from salary, is going to convince them that this is the right for the role? If they want career growth make sure you have told them about your growth plans and future opportunities. If they want a job closer to home so they can spend more time with their family can offer flexi-hours or alternative timings to suit them.
Different benefits appeal to different people with different needs. Promoting a cycle-to-work scheme is rarely of interest if the candidate lives a 30-minute drive away, nor is medical insurance for the whole family if they are single. Get to know your candidate and promote the benefits that will be of interest.
5. Talked out of it by family or friends
It is surprising how many people only talk about new jobs with family and friends after an offer has been made. Then the stories come out. ‘My brother’s milkman’s cousin worked for them 20 years ago and she didn’t like it’. Regardless of how irrelevant it is, candidates will listen to people they know and trust and will let these stories influence their decision. To counter this, make sure your candidate has every opportunity to ask as many questions they can think of, and feel comfortable asking those difficult questions such as ‘I’ve heard some negative things about working here, what is being done to develop a positive culture?’
For all the above reasons, and the many more I haven’t mentioned, you need to put time and effort into understanding the person you are trying to hire so that when you make an offer to them it is at the right level, paying the right salary and they know all the facts. Get this right and you will not have to worry about candidates rejecting job offers again.