The hiring process is arduous at best, making it a relief once the time to make an offer arrives. But just because an offer is being made, there is no guarantee the candidate will accept. While not every part of the hiring process is under your control, it is disheartening to have qualified professionals reject the offer, or seemingly vanish into thin air.
If you find yourself with more rejected offers than accepted ones, this could be a sign that process improvements are required. To help you identify any potential issues, consider these points that may cause a candidate to turn an offer down.
Competition for skilled IT professionals is fierce. If you are making offers that are not up to par with that of your competitors, you are likely going to see a lot of candidates look elsewhere.
While certain professionals see an initial offer as a jumping off point for further negotiations, an IT professional may see it as an insult. Those working in IT have often faced issues regarding being respected and appreciated for the skills they have and the work they do.
When an offer suggests a company does not understand the value they provide, they may choose to just walk away. And, with unemployment among technical professionals remaining low, they will often find a better offer elsewhere.
Misrepresenting the Job Duties
When multiple companies are fighting over the same talent pool, it is tempting to describe your organization and the job duties in the most favorable light possible. While this may get you a lot of attention in the beginning, it will backfire when the reality of the work sets in.
Not providing all of the relevant details regarding what is actually entailed leads job-seekers to feel that their trust has been violated. Changing the terms of an offer from what was originally discussed is a mistake that can cost you talent. And this includes changes in the duties themselves, work locations, scheduling options, required travel, and benefits packages.
Offers Not Provided on Paper
Experienced professionals have likely been burned by a hiring manager that made promises in-person, but failed to come through. That leads many to expect the details of the offer to be made in writing. This gives them a clear understanding of what is included and a way to confirm the position meets their needs.
In cases where you pursue passive candidates, not providing something concrete may leave them less likely to leave a secure position for one that seems to leave key questions unanswered. If you want to ensure a deal, then it needs to be formal, and in writing.
Approaching candidates with a “take it or leave it” attitude will result in more walking away than during the height of the recession. The power has shifted, so putting unnecessary pressure on a candidate is more likely to cause them to decline the offer.
Not Acting with Urgency
Another side effect of low unemployment is that candidates don’t need to wait for you to find a suitable offer. While offers can’t be made overnight, a particularly cumbersome hiring process isn’t doing your business any favors. If an applicant receives a reasonable offer before you are able to close the deal, you may miss out on the opportunity to bring them on staff.
If you need to speed up your hiring process or want access to more high-quality candidates, the professionals at ITStaff. With over 20 years in the technical staffing industry, they have the knowledge you need to make sure more offers end with new employees.