13 REASONS WHY CANDIDATES DECLINE YOUR JOB OFFER
Worried about candidates turning down opportunities to work with you? Trust me, even they have cold feet while shortlisting companies because rejecting job offers is the last thing anyone would do for fun! But, if you are being declined by applicants quite repeatedly and are unable to find the right employee, chances are, there is something wrong on your part! The job seekers are as concerned about making a good choice when it comes to starting a new job as you are about hiring an efficient employee. So, it is obvious that they keep a gamut of parameters in mind before saying that big “YES” to you.
Let’s see what are some of the prevalent factors that lead to candidates having second thoughts about joining your organization:
This is the most basic and yet the worst of all reasons behind an invitation or offer letter rejection. Imagine being turned down even before the applicant knows what the requirements are and what exactly you are offering. To avoid this scenario, ensure that every mail/ document you send to the candidates is well-written with utmost attention and describes the job offer with clarity and detail.
This is the second most common factor that attributes to a job offer declination. Applicants turn up for assessments and interviews with preparation, hoping for high company standards. Now, with such expectations, if they experience bad treatment on their very first visit, it puts them in a dilemma whether to work in such inhospitable environment or not.
Many a time, if the candidate is not a fresher, the previous employer tries to retain their valuable employees by offering a higher position or a better salary package. This may increase your chances of being overlooked by the candidates. Hence, as soon as they click the offer letter download option, they should jump with excitement at the contents of the letter.
Pay scale/ Salary
This is one of the primary concerns that hit the candidates’ mind before even applying for a job. People work extremely hard day and night specifically to earn good wages and be self-sufficient. If they find the remuneration that you offer lesser than what they deserve, it’s going to be a straight NO! So, it is better to divide salary brackets as per the varying job profiles, work experience and levels of competence.
Compensation and Benefits
Again, the additional perks that you are ready to provide the candidates with, speaks volumes about how much you value your employees. The candidates can compromise on their salary if you promise to offer them the right compensation and benefits. It shows that you try hard to keep your workforce motivated by giving them additional aids and compensation, thereby promising high job satisfaction.
The basic vibration or aura of your organization is a fundamental deciding factor for any candidate. When a person enters through your door, the workspace should feel warm and lively at the same time. Stay away from keeping the atmosphere dull and unprofessional as it is a huge turn-off for someone who is going to spend more than half of a day there, every day!
It is advisable to explain the growth path to the candidates in the beginning only. It makes their vision more clear and allows them to visualize if they can see themselves working towards the same mission in future that is defined by you.
Due to multiple reasons, sometimes the organizations are situated in remote areas or the outskirts of cities/ towns which becomes a soul reason for many candidates to lose interest in an offer. If not so, may be the place is too far from their residence. Thus, location is considered as a prime cause of turning down job opportunities.
Shift/ Working Hours
Although a lot of people struggle with changing shifts and are not comfortable with long working hours, but this concern is majorly dominant among the females. This is because of safety/ security reasons. Besides, many people with health issues do not find it suitable to work in an organization that follows long work schedules.
With a great offer, comes greater responsibilities. But that doesn’t mean you can get an employee overworked in the name of accomplishing KRAs. To curb this, you can divide the work such that it doesn’t feel like pressure or organize recreational/ fun activities from time to time.
Lack of Facilities
Or basic amenities for that matter! A common cause of frustration at any workspace is the dearth of appropriate services in terms of daily utilities such as drinking water, sanitation, equipment among other facilities. At the time of interview, if a candidate notices mismanagement at such a fundamental level, it leaves a negative impact.
While attempting the tests and other qualifying rounds, the applicant gets a view of the technology you are using in your system. If you are still practicing traditional methods and use non-updated technologies, it is generally assumed that you are not progressive enough. So, it is always better to keep abreast of the changing technologies and stay updated.
Last, but certainly not least, the reviews and feedback about your organization play a key role in building an image. Also, you should be in good books with your ex-employees because words spread like fire and you would never want an outsider to have negative preconceived notions about you. So, make sure that the maximum reviews (online and offline) that you get are in your favor, even if you have to hire a Reputation Management Team for it.