Why Candidates Reject Job Offers (And What Someone Can Do About It)

As a recruiter, “yes” is your bread and butter. Client saying “yes” is beautiful, however the real cash is in the “yes” presented by way of a candidate. In fact, if you desire to see a recruiter’s pupils flip to dollar signs, just like in the cartoons, cling round for that second when a candidate accepts a position. It’s the nature of the business for the majority of recruiters; you don’t get paid until a candidate accepts a position, however the avenue there can be very bumpy. It requires a time dedication as you connect with the candidates, get to know them, teach them, and lead them via multiple rounds of interviews. So when the “yes” comes and your candidate accepts a position, it’s a relief!

However, we’ve all skilled that second when your tough work with a candidate comes to a screeching halt because they decline an offer. It’s frustrating, disheartening, costly, and confusing. You’re now not sure what modified for the duration of the time it took to whole the interview process, and you marvel how you could have predicted it—or higher yet, changed the outcome. It’s unfortunate that candidates don’t include a tell-all part on their LinkedIn profile that consists of things like “I’m simply testing the job-search waters,” “I’m no longer REALLY fascinated in relocating,” or “I’m worried about these precise things…” but it couldn’t per chance be that easy.

The Complicated Candidate Detector

In a ideal world, every candidate you approached wouldn’t move ahead with the interview method till they had voiced all of their questions and concerns, and knew past a shadow of a doubt that they had been prepared for a new position. In the real world, however, candidates every now and then bounce earlier than they appear when the prospect of a new job comes up. It’s no longer till they have to make a choice that they consider all elements of whether or not it would be a right go for them. Fortunately, all recruiters have a “complicated candidate detector” that approves them to see previous the polite responses and feigned enthusiasm to divulge the real worries that are preserving a candidate back. It consists of two things: intuition and the capability to ask the proper questions.

There are regularly red flags throughout the process that recruiters ignore, such as a candidate agreeing with the whole lot you say and by no means voicing an opposing opinion, or a candidate being open to anything and not having a particular thinking of the type of function he or she’d like, or where to relocate. This can suggest that a candidate is just testing the waters and hasn’t put serious thought into the decision. Additionally, a candidate who is reserved and doesn’t share a lot or have any questions may additionally absolutely have concerns he or she’s afraid to voice. Then there are the candidates who ride a alternate at work or even in their non-public life that makes the new position less appealing, and the candidates who aren’t at ease with some element of the new company or offer.

One of the principal signs and symptoms that recruiters expectantly neglect is candidates’ not answering phone calls, emails, or messages. As the famous e book and film explains, if you have to call numerous times to get an reply or it takes two weeks to get a reply to your email, they’re just not that into you (or the position, rather).

What You Can Do About It

If you feel that any of these problems are occurring, the fantastic way to strive to unravel them is through communication. And in fact, even if you don’t suspect that there are underlying doubts, you might also have a candidate who falls into the latter two categories: candidates who develop problems or issues alongside the way in the process, having to do with their private lifestyles or the specifics of the offer. Since you likely won’t be the first call your candidate makes when he or she receives a raise, has concerns about the future supervisor, or has a lifestyles match show up that will stop relocation, you have to be the one asking the questions and pursuing communication. Ask them how matters are going at work; whether anything there has changed; if something has come up due to the fact you started the manner that would hold them from accepting; if they have any concerns about the new organization; and how their ordinary job search is going. Think beyond the position and reflect on consideration on other influencing elements like a feasible counter-offer from their present day employer, other job offers, and their non-public life.

If you keep the traces of verbal exchange open, you’re a great deal greater probably to be capable to alleviate their issues and get to “yes,” or at least have a heads-up that the candidate is probably to decline.

Controlism IT Solutions Pvt. Ltd.
email: info@contecso.com
Phone: 01206500412
Website: contecso.com