You’ve gone through the recruiting process. You’ve interviewed candidates and sorted through the ones who are the best fit for your business. Now, it’s time to make a job offer–and your top candidates are turning you down. While it’s not unusual to have a candidate occasionally decide to decline, if you’re noticing that highly qualified candidates regularly turn down your job offers, you might need to adjust your hiring approach.
Reason #1: Your Hiring Process is Too Long
You can offer candidates the best hiring package they’ve ever seen, but if they’ve recently accepted a job somewhere else, candidates may be unwilling to make the move to your company. A hiring process that stretches out for weeks or months is a surefire way to lose even the most interested candidate–especially if they’re some of the best talent in the field. Instead, look for ways to streamline your hiring process so that you’re able to move quickly from interview to job offer.
Reason #2: You Aren’t Offering Reasonable Compensation
Most candidates in your field have a pretty good idea of what industry-standard compensation should be. They know what salary they should expect, and while workers who are eager to get into a job as soon as possible may be willing to stick with you short-term, they’re going to keep looking for another job, too. Check your industry standards to make sure that you’re offering reasonable compensation. Keep in mind that it’s not all about the money, either! Great businesses that are able to attract the best talent in their industries also offer excellent benefits, including good health insurance, enough vacation days, and financial wellness benefits.
Reason #3: Your Team Displayed Unprofessional Behavior During the Interview
When you bring candidates in for an interview, it’s not just your opportunity to evaluate them. They also have the chance to evaluate you and see whether or not they feel that they’ll be a good fit for your business. Make sure that when candidates come in for their interviews, they’re treated professionally.
While it’s fine to try to get to know candidates on a more personal level, you don’t want to ask questions that are excessively personal. Try not to leave candidates waiting unnecessarily; stick to your schedule, and treat them with respect. Savvy job candidates know that the treatment they receive during an interview reflects the treatment they’ll receive when they sign on with your company.
Reason #4: Your Company has Poor Work-Life Balance
One look at your schedule tells candidates that they’re going to be spending all of their time at work, with no time left over to play–and that’s not the type of lifestyle most candidates are looking for. While they’re willing to dig in and work hard for your company, they want to put just as much time and energy into their own lives. A company that offers great work-life balance has much more appeal for most candidates.
Reason #5: Your Online Reviews Look Bad
What are other people saying about your company online? From the experience that other candidates have had during their interviews to the information posted, even anonymously, by current and past employees, your online reputation precedes you–and candidates are doing their research, too. Take the time to check through your online reviews and try to build a positive reputation. This simple step will help convince many candidates that your job will be a good fit for them.
Finding the right candidates for your open positions is only one step of the process. Convincing them that your company will be a great fit for them is equally important–and can, in some cases, be just as difficult! If you need help streamlining your hiring process and finding more great candidates for your open positions, contact us today to learn how we can help.