5 Reasons Why Great Talent Rejected Your Job Offer

A study reported on Hcareers.com suggests that 35 to 50% of all job offers are routinely rejected, and this has to be a worrying trend for employers struggling to locate talent. So, what can employers do to buck this trend and increase their job offer rate? Well, below we have outlined the  top 5 reasons  that candidates are currently rejecting job offers  – as shown in the recently published 2014 Mcquaig Global Talent Recruitment Survey –  and we’ve also outlined  some possible solutions.

1.Total Pay is not on par with market (38.75%). Unsurprisingly, the main reason that candidates are not accepting job offers is because the total pay is not high enough. Due to high demand for talent, it is a candidate driven market, making for a volatile salary climate. As a result, you should benchmark market salaries on a quarterly basis in order to check you are not falling behind market rate. 

2. Your Competitor moved faster than you(28.73%). There are lots of reasons that candidates accept other job offers, but one of the key reasons can be because the competitors simply moved faster than you. Your hiring process was too slow. So, look at ways of speeding up your hiring process, e.g. combining 1st and 2nd interviews so job offers can be delivered in the shortest possible time, ahead of the competition, giving you first mover advantage.Talent Rejected

 3.Accepted another counter offer from employer (10.6%) . Many candidates were turning down job offers because they were receiving counter offers from employers. Candidates can get cold feet and be susceptible to counters offer and you are at a disadvantage as it requires a lot of pulling power to prize them away from a clingy employer. The best strategy to adopt here is to question the employer during the interview about the likelihood of, and their willingness to accept a counter offer. If you sense the candidate is not committed to leaving and is just looking to negotiate a higher salary, you should probably withdraw the applicant from the process. 

4. Unclear Job responsibilities (4.23%). Only a few people rejected jobs due to the nature of the job duties, and the way to minimize the risk of this happening is simple and that is to email a clear and detailed job description to the candidate prior to the interview so they know what the role entails. There should be no surprises at offer stage. 

5.Spouse/family don’t want to relocate. (4.23%). One of the main reasons that a spouse may not want to relocate can be down to them fearing that they won’t be able to find a job in the new location and find new friends. So, with relocating employees, be open to offering job seeking and socialization support to spouse and family.

 If you focus on these strategies you should be able to reduce your job offer rejection rate. For more tips and insight into talent management, please sign up to our newsletter.

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