Why Offers Are Declined? Too Late OR Too Less
Siby Vinu Thomas
India Talent Acquisition Lead General Manager Corporate Human Resources at Vodafone Idea Limited (She/Her)
Had the chance of reading through the interesting article of 2014 being an jobseeker’s market with brutal competition for technical talent. Interestingly seen is the shift of hiring to the second half of 2014 with candidates having more options than they have had in years.
There is tremendous pressure to attract new talent and hold on to those already employed. In a study by the MRI recruiter sentiments network in July 2014 it was found that 42% of the candidates offered have rejected the Offers.
Some of the key reasons indicated have been
1) Accepted another Job Offer
2) Salary/benefits package lower than expected.
3) Retained by the Organization
4) Changed mind about switching jobs
5) Concerns over relocation.
How to Prevent Talent moving to Competition?
1) Having a Survey built on Pre-Closure Candidate sentiments for improving conversion
2) Provide stronger offers without elongated interviewing processes as time is the enemy when recruiting exceptional talent. Reviewing the Organization’s interview process time, having checks on dragging processes along to prevent losing good candidates. The study by MRI Network also indicates that typically most job offers are extended averaging four weeks of the interviews.
3) Simply market-competitive Salary and Benefit packages doesn’t work they need to be really aggressive. Counteroffers from the current employer are major contributors to rejecting Offers by candidates
4) Pre-Closure Engagement with Candidates- Having a Recruiting Mobile App for engagement as most prefer connecting on mobile devices. Inviting them to Organisation’s Social groups to introduce them to the Big Picture
5) Location Flexibility- Today quality talent are spread wider and organizations are flexible wrt work locations of their employees. Revisiting our project inflexibilities is the need of the hour
India Talent Acquisition Lead General Manager Corporate Human Resources at Vodafone Idea Limited (She/Her)
10 年Another question that crossed my thoughts can the Pre-Closure Engagement be automated through Sentiment Survey with offered candidates?
Seasoned Talent Acquisition Leader - Built Global Capability Center (GCC) and technology hub for Global companies in India
10 年Most often people decline offers because they get retained by current employer, get attractive offers from other companies, relocation issue. It is very important to have post-offer candidate engagement as the position will be treated as no-more open, only once he/she joins the company.