Why they didn't choose you.

Hiring Managers, I understand how you feel; Rejection is a tough pill to swallow when hiring. Think about it: You’ve likely spent months sourcing, interviewing and you finally feel like you’ve identified ‘the one’. You are ecstatic. “The search is over!” you proudly say to the team. Then, the tide turns. This candidate pulls themselves out of the interview process, they reject your offer, and they have decided your firm isn’t where they want to go. How disappointing for you. You’re bummed. Even worse, you don’t know WHY they didn’t choose you. You’re left completely bewildered thinking “But, we did everything right! Why wouldn’t they have joined here?! Where could we have gone wrong?!”

Subsequently, you learn that they joined your competitor (ugh!) and you wonder “Why would they have chosen them over us?” and sadly, you don’t often get the answer. Candidates don’t typically disclose the answer to you (Frankly, just as you don’t always disclose the full answer to candidates when you reject them). It’s a vicious cycle, because no one ever learns how to improve without this information.

Well, that’s where I can help! As an HR Recruitment Specialist, I represent top HR talent in the NYC market and they do share with me their true motivators and reasons for rejecting offers. It’s time to share (anonymously of course, to protect their confidentiality) some of the insight I’ve learned with you. Whenever an HR pro decides to take one offer over another, I always ask “Why? What made that opportunity most enticing to you?”

HERE ARE 10 ACTUAL ANSWERS I’ve heard recently. These exact answers may not explain why you lost your talent, but I do hope they give you pause. Perhaps these will resonate with you, and you will uncover areas for your own improvement. Hiring is a skill that must be developed; never lose sight of ways you can improve. I hope this insight helps you and your team to hone your candidate experience, improve your hiring efforts, and secure the talent you desire!

10 reasons they may have chosen another firm over yours…

1. They presented a stronger Candidate Experience Today’s candidate is discerning. They want to feel treated exceptionally during the process. Are your interviewers trained? Are your talent acquisition pros responding in a timely manner? Are you demonstrating flexibility towards a candidate’s schedule? Are you embodying empathy and kindness into your process?
2. They offered a greater, more competitive compensation package We may not talk about it enough, but money is very important. If your competitors are paying 10-20% more than you, you may need to adjust your compensation budgets. I know, money isn’t everything. But, it is important and shouldn’t be overlooked as an important factor to securing top talent.
3. They offered a better work-life balance/more flexibility Many firms are doing an exceptional job at offering flexible hours, remote working options, and offering perks like unlimited vacation. Recognize the importance of flexibility and balance to today’s candidate. This is an important component in their decision-making.
4. They offered greater learning/development opportunities Today’s candidate wants to know you invest in your talent. They will be looking to hear more about your internal learning and development function and how you intend to expand their knowledge. They want to build deeper skills in their area of expertise, and expect you to invest in that arena.
5. Their team seemed happier and more engaged Cranky interviews have trouble hiring. I say this all the time! You can’t be disgruntled, cranky and disengaging as an interviewer and except to secure top talent. Today’s candidate is evaluating how engaged and happy you seem at work. They won’t choose a firm where employees seem miserable.
6. The opportunity for growth/future promotions seemed more promising Most candidates don’t want to leave their job for ‘the same’. They want to know there are opportunities for educational advancement, future promotions, internal mobility. Ensure you consider a succession plan at the time you are hiring: where can this individual go in the future?
7. They had a stronger reputation in the marketplace Your employer brand matters. How you engage on social media matters. What are people saying about your firm? What are the negative perceptions of working at your firm? Be prepared to overcome those objections, and consider how you can improve your employer brand.
8. They listened to the candidates desires, and the candidate felt heard Empathy is so important during the hiring process. If the candidate feels the process is all about ‘what the hiring manager wants to fill’, they get turned off. They want to feel that you care about them, that you want to hear about their career and how to meet their goals. Think less “What’s in it for us?!” and more “What’s in it for them?!”
9. There was less turnover on their team, they saw stronger retention Retention matters. If your team has had a lot of movement, candidates get concerned. Why is the role open? They care about this! Consider how your firm is doing to retain talent; it’s important in attracting new talent.
10. They felt the Manager was authentic and would inspire them Candidates may not chose a job just because of a manager, but it’s a very important factor in the decision process. Train your managers! Ensure they are ready to lead, and to inspire and mentor others.

Would love to hear if these help you in any way! If this article inspires positive change in even one manager, I'll be thrilled. Let’s continue to inspire hiring managers to improve their hiring efforts. Always be willing to adapt and evolve.

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