Thanks but no thanks. Why are great candidates rejecting your job offer?

Are you, or someone in your company, interviewing candidates for roles? Are they accepting the offer every time?

Do you know why great candidates are rejecting your offer?

Let's start with this.....

What would you like your interview candidates to say about your interview process? Even if they don’t get the job offer.

We’re pretty good at asking questions at Hilt so of course we asked this one to employers.

Here are some responses we regularly get from attendees at our interviewer training workshops.

We would like the candidate to say that….

?? “We were professional and smart and that we asked good questions”

?? “We were nice people and treated them like humans not just numbers”

?? “We knew about the job we were interviewing them for and could answer their questions about it”

?? “We made a decision quickly and didn’t leave them wondering for weeks”

Sounds predictable? All great responses.

But here’s the problem.

Most employers HAVEN’T A CLUE what the candidate is saying about them because according to a survey we are running only 15% of employers seek feedback from the candidates on what they thought of the quality of their interview process.

How can you improve something if you don’t get feedback on what the user (who in this case is your candidate) thinks about it.

And while on the subject of asking for feedback here's another fairly scary statistic to emerge from the survey

It’s often a case of:

“I THINK I’m great at interviewing candidates and no-one is telling me otherwise so I MUST be great. I’ve been doing it for years”

There should be some ?? alarm bells ?? ringing right about now.

Training? What Training? I don't need it.

Only 42% of respondents were offered interviewer training and if they availed of it, the most widely used format for interviewer training according to our survey is “shadowing or sitting in an interview being run by an experienced colleague” ??

Cue more ?? alarm bells ??.

Here's the potential problem with learning by shadowing a colleague

What if you are shadowing someone who thinks they are a brilliant interviewer but in fact makes subjective snap decisions based on gut feeling and the “knowledge” that they are never wrong. Recognise anyone ?

Once a candidate is HIRED, organisations will often have ultra complex methods of evaluating and reviewing their job performance through regular performance reviews. We are all used to that.

Yet measuring the quality of how effective someone in the organisation is at evaluating whether to hire them IN THE FIRST PLACE is a huge gap in the hiring quality cycle.

Struggling to get candidates to accept your offer or think that your interview process could be better?

Here are our Top 5 action items for hiring managers when planning your candidate interviews.

Hilt makes interviews work for organisations .

We will help you and your team to design an interview process that will lead to hiring success.

?? Contact us to have a chat about how we can help you.