01 Dec Why the Candidate Rejected Your Job Offer
Hiring a new employee can be a stressful process, as it’s full of uncertainty for both you and the potential new hire.
But even when you find the most ideal candidate and go to make an offer, you’ll sometimes get a surprising “no, thank you” as a response. Why is that?
There are several explanations as to why your candidate may have rejected your job offer. Don’t take it personally, but consider the following possible reasons and see how you can address them to get future candidates on board.
1) Office Culture:
Especially for younger hires, office culture is a major deciding factor in whether or not to accept a job offer. While he or she is in the interviewing process, they are trying to imagine themselves working there. They will be weighing different factors to make a final decision once the offer is made.
This includes everything from:
- Staff camaraderie
- Workplace environment
- Company values
- How rules are enforced
Ask yourself, “If I were a new hire at this company, would I want to work here?” It’s a good idea to get feedback on possible improvements from your current employees, too.
2) Salary and Benefits:
This is the biggest stumbling block for most employers—not offering a salary or level of benefits that aligns with what the candidate is looking for.
There should always be room for negotiations, but if you’re hiring for talent, you can eliminate the tension of negotiating by making an initial offer that’s both lucrative and fair. Remember, quality comes with a price.
3) Poor Public Opinion:
Your candidate is going to be asking around about your company to see what others have to say. This also means they’ll look you up online. Because of this (and because it’s good for business), you should make sure your company reputation is a positive one.
- Negative online reviews of your company (and see how you can address them)
- Ways to put your company in a positive light through community service
- Areas where customer service can be improved
4) Too much commitment:
If your potential hire feels a significant amount of pressure in a role and gets a sense that work-life balance isn’t a priority, many times you’ll send them running for the hills.
Offering perks like flexible hours, work from home days, and “mental health” days show that you want your new hire to be able to maintain a normal and healthy lifestyle.
For some, a long commute might seem insignificant in the beginning when they just want to land a job. But when it comes time to make a commitment to a two-hour commute everyday, they back out. Keep this in mind and see if there is room for compromise if the commute seems too overwhelming.
6) You took too long:
When your hiring process is drawn out over several weeks and you don’t follow up, you may find that many of your actively searching candidates have already accepted an offer elsewhere.
Have a process in place for making offers with a reasonable timeline that keeps candidates from losing interest.
When you’re aware of the pitfalls, you can attract your best possible candidates and get them to commit to working with you. Don’t let them slip away!