Candidates not accepting the job offer? Here’s why.

You’ve spent countless hours poring through CVs, conducting interviews, and finalising what seems to be the perfect job offer, only to have it declined by the candidate. It's frustrating. What's causing this? And how can you address it? Let’s explore some common reasons why candidates might reject job offers and what you can do to make your offers irresistible.

1. Offer Doesn't Meet Expectations

1.1 Salary Below Industry Standard

When the offered salary doesn't align with industry standards, candidates are likely to decline. Salary expectations are driven by market rates, rising living costs, and candidate's own career progression. If your offer is significantly below what other companies pay for similar roles, it sends a signal that your organisation might undervalue its employees.

Consider these elements:

• Market Research: Regularly benchmark your salary offerings against industry standards.

• Transparency: Provide clear information on how the salary is calculated.

• Flexibility: Be prepared to negotiate or explain non-monetary benefits.

In addition to the direct salary, many candidates look for hidden values in their total compensation package. They might consider the potential for annual bonuses, stock options, or possibilities for salary reviews. If these elements are not present or explained, the offer may seem less attractive.

Actions to consider:

1. Bonuses and Incentives: Structure your offer to include performance-based incentives.

2. Comprehensive Packages: Highlight non-salary benefits such as healthcare, pensions, or wellness programmes.

3. Perks: Mention benefits like gym memberships, flexible hours, or remote work opportunities.

Pro-tip: Use clear and detailed breakdowns in your job offers to show the total value beyond the base salary.

1.2 Lack of Benefits and Perks

Candidates today often prioritise comprehensive benefits and perks when comparing job offers. Beyond salary, they consider aspects like health insurance, retirement plans, mental health support, and childcare assistance. When these perks are missing, candidates may perceive the employer as not fully supportive of their wellbeing.

Key benefits include:

• Healthcare Coverage: Offer comprehensive medical, dental, and vision insurance.

• Retirement Plans: Include options like employer-matched pensions.

• Family Support: Provide parental leave and childcare assistance.

Work-life balance is another significant factor. Flexibility in working hours and the option to work remotely are highly attractive to prospective employees. Companies that resist these trends are often seen as outdated or rigid.

Consider these perks:

• Flexible Hours: Allow employees to have variable start and end times.

• Remote Work: Offer the possibility to work from home or other locations.

• Paid Time Off: Generous holiday policies and additional personal days off.

1.3 Inflexible Work Hours or Remote Work Policies

In today's job market, strict work hours and limited remote work options can be deal-breakers. The contemporary workforce values flexible schedules that allow for better work-life balance. If your company requires rigid nine-to-five office hours, top talent may look elsewhere.

Consider flexible options:

• Hybrid Models: Enable employees to split time between home and office.

• Core Hours: Allow flexible hours outside of crucial team meetings.

• Compressed Workweeks: Offer four-day workweeks or nine-day fortnights.

Pro-tip: Survey your employees to understand their preference for flexible work and adjust policies accordingly.

Remote work is more than a trend; it's a new norm. Even major corporations have embraced it. Companies that mandate constant in-office presence may appear out of touch. Flexibility in work location can make your offer far more appealing.

Steps to implementing remote work:

• Remote Infrastructure: Invest in technology and tools to support remote work.

• Regular Check-ins: Schedule frequent virtual meetings to maintain team coherence.

• Outcome-based Evaluation: Focus on results rather than hours worked.

2. Negative Interview Experiences

2.1 Poor Communication and Delayed Feedback

When candidates experience delayed responses or lack proper communication, they can feel undervalued and neglected. Timely and clear communication is crucial from the moment a candidate applies until a decision is made. If there are delays in providing feedback, candidates can become frustrated and may lose interest in the position, especially if another organisation is more responsive.

Evidenced's post-interview surveys can gather feedback on communication effectiveness, helping you to identify and address any gaps.

Pro-tip: Keep candidates updated at every stage. Use automatic email responses to acknowledge receipt of applications and follow up promptly after each interview phase.

2.2 Unstructured Interview Process

An unstructured interview process can confuse candidates and fail to assess their suitability accurately. This lack of structure often results in questions that don't align with the role or repeating topics unnecessarily. Candidates might leave feeling that the interview was a waste of time.

Structured interviews improve candidate experience: Evidenced's Structured Interview Builder lets you design and implement accurate and consistent interview templates. This tool breaks the interview down into timed sections, ensuring time is spent effectively assessing each competency.

Incorporating a structured timeline helps in making each interview phase predictable and focused. Interviewers can follow a predefined sequence, allowing for fair and comprehensive evaluations. The realtime guidance features in Evidenced helps interviewers stay on track, ensuring consistency across interviews.

2.3 Lack of Engagement During the Interview

Candidates value an engaging interview experience where they feel the interviewer is genuinely interested in their skills and background. Interviews that feel more like interrogations or where interviewers are distracted can lead to a negative perception of the company. Engagement is key to positive candidate experiences.

Providing a branded and familiar interview environment can also enhance engagement. Implementing Evidenced's Branded waiting room makes candidates feel welcomed and valued from the start. This level of attention to detail can set your organisation apart and improve overall candidate satisfaction.

Encourage interviewers to be active listeners. Tools like Evidenced's Live transcription and recording allow interviewers to stay engaged in the conversation without needing to jot down extensive notes, as transcripts can be reviewed later.

3. Poor Company Reputation

3.1 Unclear Company Values and Mission

When candidates are uncertain about your company’s values and mission, it can be a strong deterrent. People want to work for organisations where they feel aligned with the core principles and driven towards a shared goal. If your company’s mission statement is vague or seemingly irrelevant, you may lose out on top talent. Set clear values and a mission that reflect what your organisation stands for and ensure these align with your business activities.

Highlight your company’s mission and values at every stage of the hiring process, including job descriptions, interviews, and onboarding materials. Doing so reassures candidates that your priorities match their personal and professional goals.

Moreover, publicise these values actively. Use your website, social media, and other platforms to showcase real examples of how your company lives by its values. This transparency can attract like-minded individuals who resonate with your corporate vision. A clear, authentic mission makes you stand out in a competitive job market, fostering trust and a sense of belonging from the outset.

3.2 Limited Career Progression Opportunities

Lack of clear career advancement opportunities can significantly deter candidates. High-performing professionals often seek roles where they can grow and progress. When career pathways within your company are not well-defined, potential hires might choose competitors who offer more structured development plans. Ensure you outline potential career trajectories from the initial job posting to the interview stage.

Create frameworks that show career progression step by step. Present specific roles, timelines, and skill requirements needed to advance. For example:

• Entry-level roles with a timeline to mid-level positions.

• Skill development programmes that help employees move to senior roles.

• Mentorship opportunities to guide career growth.

You should also engage current employees in sharing their career stories. Use case studies and testimonials to illustrate real growth experiences within your organisation. This storytelling approach can effectively demonstrate a long-term commitment to employee growth, encouraging candidates to envision their future success with your company.

3.3 Negative Reviews from Current or Past Employees

Negative reviews on platforms like Glassdoor or Indeed can heavily influence a candidate's decision. Candidates often read current or past employees’ experiences to gauge a company's work environment. If your company has numerous negative reviews, it’s crucial to address and counteract these perceptions actively. Start by acknowledging and understanding the issues cited in these reviews; this shows you value feedback.

Implement a strategy to improve your company's reputation. This can include:

• Actively responding to reviews with professional and constructive feedback.

• Promoting positive experiences through employee advocacy programmes.

• Encouraging satisfied employees to share genuine feedback online.

Pro-tip: Conduct regular internal surveys to gauge employee satisfaction and address concerns promptly. Evidenced's post-interview surveys can also capture applicant feedback and identify areas for improvement in your hiring process.

Be proactive in sharing your company’s efforts to improve. Update your recruitment materials to reflect changes and improvements made in response to feedback. Transparency about tackling workplace issues can attract candidates who value a proactive and responsive employer. Positive changes not only improve retention but also build a solid reputation that attracts top talent.

Ultimately, job offers may be declined for multiple reasons, ranging from the offer itself to company reputation. Addressing these core issues can significantly improve acceptance rates. Understanding and responding to candidate concerns helps create a more appealing, transparent, and growth-oriented environment. This builds a strong, trustworthy brand that top talent will be eager to join.