Why Candidates may be Declining your Job Offers and What to do to fix that

It is a frustrating experience to journey through the different stages of recruitment only to be told by the applicants that they are rejecting the job offer.?

But that's a common reality today- perhaps another phenomenon caused by power tilt in the employer-employee relationship, which seems to favor the latter more.?

A recent publication by CareerPlug indicates that there is an over 50% chance that every recruiter has had the experience of job candidates declining offers just when it seems they are ready to be inducted into the team.?

So, you might be wondering: what could cause that? And most importantly, how do you prevent it from happening? Both questions are answered in this article.?

Key reasons job candidates turn down offers and how to fix that

Several factors can cause a job seeker to refuse an offer. Below, we look at the cases that occur more frequently.?

1. Compensation is not up to expectation

Monetary benefits are one of the reasons people work. With fierce competition raging in today's job market, many employers are using juicy salaries and other mouth-watering packages as bait to attract the best talents to their company.?

The implication is that candidates now have the leverage of being a bit more choosy than they used to be. For recruiters, the onus is on them to ensure that what they offer as pay to job seekers is always up to the market standard.?

The solution: First, find out what the competition is paying, then look at job adverts to get current info on the market, or even talk to a recruiter colleague. With the information gathered, you can review your payment scale accordingly.?

In some cases, you might even have to offer more than the average industry salary for that role - especially if it is a position that requires a skill that is in high demand.?

2. Toxic Workplace Culture

Most workers decline job offers due to the negative atmosphere they perceive about a company while going through the interview sessions.?

While it may not be apparent, many job seekers nowadays run background checks on the company that wants to employ them.?

Are the people working there friendly among themselves? Is the workplace toxic and rife with cases of discrimination? Do employers believe in the principle of fair opportunity for all? These and similar kinds of questions.?

The solution: You must carefully ensure that your company doesn't encourage unhealthy behaviors such as backstabbing, undue competition, and unethical practices.?

When such things are allowed or not actively discouraged, the symptoms will be evident in many ways - animosity amongst colleagues, poor teamwork spirit, and unmotivated employees.?

Moreover, tales of this might be spread abroad by ex-employees who probably got frustrated by their adverse effects.?

3. Candidates' Negative Perception of the Company During Interview

According to the CareerPlug publication, the number one factor that causes most job seekers to reject opportunities is poor candidate experience during the interview process.?

As a recruitment professional, you must understand that your responsibility goes beyond staffing various workplace departments with human resources.?

From the first time you establish contact with a job seeker to when you start having interview sessions, candidates will try to project a mental image of the work environment they are about to enter.

Therefore, not only does first impression matter. Recruiters should be well-trained to project a good attitude through the recruitment process.

The solution: Curtailing this starts from scheduling interviews in a timely manner and being fully prepared with a standard list of questions to developing an open relationship where candidates are comfortable to discuss even the micro details of the job before an offer is emailed to them.?

It is also recommended to optimize the interview process so it doesn't stretch into several days. Candidates will likely receive offers from elsewhere if you are not fast enough. If that becomes inevitable, the least you can do is to keep in touch.?

4. Unfavorable working conditions

Your organization may well be well-structured with a few shortcomings maybe.?

However, those few drawbacks might appear as big red flags that will make candidates want to avoid working with you by all means.?

A good place to start is to study the current work situations of your existing workforce.?

It matters even if they are commensurately being paid; if your employees appear to be buckling under intense workload pressure, commuting for a long duration, or the work schedule is not flexible, a potential career at your firm will have job candidates freaking at living such a dreadful lifestyle.?

They may not explicitly say it in their rejection letters but looking around your workplace will let you know these factors caused it.?

The solution: It is suggested to conduct periodic surveys to assess your worker's satisfaction and learn about areas you can improve on. Your organization's location also matters. Companies within urban regions are often more appealing than those in town outskirts.?

5. A bleak outlook for career prospects

Another reason people sign up for work is for their personal goals. For some, it is to escape the 9-5 race sooner. For others, it is to build a financial war chest that is big enough to get them started on a personal business.?

It may also be to accumulate enough experiences that will equip them for top management positions. It is no use waiting for candidates that will, by multiple declines of offers, force you to make a conscious response to these truths.?

The solutions: Prioritize your employees' development by making course and skill certification programs part of your human capital management policy. Also, seize the opportunity to intimate job candidates on what the corporate ladder looks like for those that might aspire for high positions.?

6. Job description inaccurately captured

Some job offers are rejected, not for any of the above reasons. The issue is that you have been interacting with the wrong person for the job.?

The solution: Before headhunting, spend quality time sketching the detailed profile of the candidate you need for that role. That way, the probability that you'd receive applications from the wrong persons will be minimized.?

Conclusion

A nightmare experience for any recruiter is getting turned down by a job seeker when 95%% of the necessary work is already completed.?

While there are factors responsible for why that may happen, there are strategic adjustments businesses can make to mitigate job decline rates.

This article has covered the steps for fixing the most common cases.?