5 Reasons Why That Salesforce Star Said 'No' To Your Job Offer

The race for the perfect recruit is on.?As companies in the technology industry struggle to find the perfect?combination of skills and characteristics?in their ideal employee, the recruitment experience is growing more complex than ever.??

It’s not an employer’s market anymore.??

Tech specialists have their pick of countless new job opportunities today, which means they have the luxury of being able to choose the right work environment, the ideal title, and the best perks.??

In a world where candidates reject up?to 50% of all job offers, it’s time for businesses to start thinking about how they can refine the hiring process and improve their chances of attracting?the perfect employee. Since the best way to improve is to learn from past mistakes, we’re going to look at 5 of the top reasons why your ideal applicant might say “no thanks” to your career opportunity.?

1. The Recruitment Process Took Too Long

Tracking down the right team member?is a huge challenge. You might spend months evaluating your business needs,?working?out?which roles need to be filled the fastest, and thinking about how you’re going to advertise yourself.??

Unfortunately, the longer your recruitment process is, the more you could risk losing the attention and interest of your candidates. Remember, they’re on the hunt for the perfect job, which means they don’t have time to sit and wait months for an interview.??

Try to follow up with the individuals in your applicant pool that have the most potential as quickly as possible. Even if you simply send out a quick email telling them that they’ve made it to the “consideration stage”, you could reduce the chances that they go out and actively search for an alternative employer.??

When you’re struggling to fill the gaps in your company, it’s easy to forget that potential employees have deadlines to think about too. A lengthy recruitment process could make your candidates feel like you don’t respect their time or even cause your?organisation?to appear?disorganised. Consider working with a?specialist?salesforce.com?recruitment agency?to help streamline the process and keep wasted time to a minimum.?

2. Your Employer Brand Lacks Appeal?

Businesses often spend a lot of time worrying about how their brand looks to prospective customers. However, you might not spend as much effort thinking about how you look to future team members. Your “employer brand” is how you highlight what it’s like to work with or for your?organisation. It involves everything from your reviews on?individual?hiring websites like Glassdoor to the way your employees talk about your business online.??

Your existing staff can easily give away hints on what it’s like to be employed by your business. If they’re happy, it’ll show in their social media posts and how they interact with customers.?On the other hand, if your?hires?are?unhappy, that will show too, from high turnover rates to grumpy teams.??

As brands grow more aware of things like “corporate culture“, technology experts are searching for careers that offer?excellent?salaries, room for growth, and a welcoming internal experience. Remember, every candidate you interview will be hoping to work?with?a?team?that?provides?happiness and satisfaction.?

3. You Didn’t “Sell” The Opportunity Enough

Businesses?often forget that interviews are a two-way street. While employers need to evaluate each applicant?carefully?and consider which factors are most important to their business, potential team members will also be thinking about how the role in question will satisfy their?personal and professional needs.??

It’s not only?the candidate that needs to sell themselves in a job?interview?but the business too. You need to show new people?how they will be appreciated in your?organisation, and what you’re going to do to give them an experience that couldn’t be matched by other businesses in your industry.??

A specialist recruitment agency can help you to craft a job description that appeals to your ideal employee, but it’s up to you to show off the best parts of your brand when?the?opportunity?comes knocking. Think about interview body language, how you can highlight the potential for future growth, and what you’ll need to do to draw attention to?employee?perks.?

4. There Aren’t Enough Opportunities for Development?

Growth is something that every?recruit?wants. While salary and work environment are important, it’s also crucial for businesses to think about how they can underline development opportunities for their job candidates.??

In a recent poll,?87% of millennials?noted that advancement was?critical?to accepting a new role. When today’s employees are happy with the career progress available for them, they’re more likely to?choose?and stay with a?company.??

On the other hand, a member of staff who feels like they’re stagnating in their role will be more likely to browse?for?alternate?employment opportunities. That’s why it’s?essential?for growing?organisations to assist team members?with ways of improving their?knowledge and skills.

If you?demonstrate?to your?potential?new hire that there’s?a future?in your company, then you’ll have?a better?chance of securing that all-important “yes”.?

5. Problems with Remuneration and Benefits?

Finally, your salary and?benefits?package can go a long way towards deciding whether you will secure the perfect applicant. While choosing a remuneration package can be?a?challenging?experience for employers, it’s important to make sure that you select something that appeals to your ideal candidates and compels them to join your team.??

Remember to think beyond the initial salary, and consider extra benefits like flexible working hours, remote working, and?even medical or life insurance when you’re trying to earn the attention of technology talent.??

If you’re struggling, consider speaking to a recruitment group about your industry's specific salary trends and requirements. These professionals could help you to pinpoint the benefits that put you one step ahead of the competition when hiring the best staff.??

Thanks,

Lee Durrant

Co-Founder of ROD

?About Resource?on?Demand?

Resource?on?Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations?in growing?their technology teams.?Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.?

The team at?Resource?on?Demand?have access to an extensive database of key talent, registering over 8000 professionals each year.

To find out how we can support you call us on ??? 01322 272 532