Hiring talented team members is an investment of time, money and resources. When you get to the job offer stage, you want to be sure your candidate of choice says yes. Unfortunately, often they don’t. WinterWyman’s expert recruiters weigh in on why your leading candidates may be walking away from your company and the role, and what you can do about it.
A long delay between the final round of interviews and the job offer, with no communication in between, is one of the most common reasons a candidate will reject your job offer. They may assume they were no longer in consideration and decided to move on and take another opportunity. Or, the slow pace may have given them a negative impression of your organization and team. Communication is key, especially during delays. Keeping the candidate informed will hold their interest and avoid souring them on the company.
Low Ball Offer
Candidates often walk when the compensation package is lower than what was expected. It’s important to set clear expectations at the outset for what the company’s range is, and what the candidate is seeking so there are no surprises at the end of the process.
When a company is very rigid, it can lead to a candidate accepting your competitor’s offer. When an organization doesn’t bend regarding things like working from home or a non-traditional schedule to accommodate a rough commute or personal circumstance, the candidate will walk. This is becoming one of the top candidate requests, and companies that don’t offer a reasonable amount of flexibility are at a disadvantage when it comes to winning talent.
Candidates turn down offers due to timing. Sometimes, a company has a long process during which time the candidate gets an offer for another role and goes off the market. We work with clients to understand how many interviews or steps there will be and set the right expectations with candidates. If a candidate expects to have just one interview and ends up having four, it can be frustrating. We keep candidates engaged by checking in, advising of updates and sharing helpful feedback. We also encourage clients to expedite the process whenever possible so you don’t risk that your competition moves more quickly and takes your next hire before you get the chance.
Throughout the process, I urge recruiters and hiring managers to be direct and talk with their star candidates about their other activity. This can help the recruiter sell their own role better, as well as move through the process quickly to avoid losing them. There is nothing wrong with letting a candidate know you are very interested and are doing what you can to move them through the process swiftly. This will help keep them interested.
Oftentimes, the pay is lower than what the candidate is targeting. To remedy this, ensure you are fully aware of the candidate’s compensation goals and ranges. If your job is paying lower, beef up the compensation with other benefits and office perks that will help to create a stronger overall package and more appealing offer for the candidate.
Sometimes a company with a great culture, and one that is a good match for a candidate, gets passed over because the interviewer gave the wrong impression. To avoid this, recruiters and hiring managers need to paint the most accurate picture for the candidate as to the dynamics of the team and the culture of the organization. You don’t want to lose a great candidate because of any confusion around what it’s like to work there.
Lack of Growth Opportunities
Strong talent is attracted to roles where candidates see growth potential. Candidates want to see that a company will invest in their career goals, as they are investing in the company. Be ready to explain what growth opportunities are offered and give the candidate concrete examples of how they have seen this growth happen with other people in the company.
Lack of Communication
If candidates don’t feel like they are being communicated with effectively, they will absolutely move on to other opportunities. It’s a candidate-driven market, and they are requiring more of a high touch hiring experience. Strong communication also ensures the organization stays appealing to candidates, so they stay excited about the opportunity and even share their positive experience with their networks (which is great for future hiring!). Remain in continual communication throughout the entire process and share updates daily, even if the update is more of a check-in and doesn’t include new information.
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