Why candidates turn down job offers………

WHY CANDIDATES TURN DOWN JOB OFFERS………

We understand that fewer things are more frustrating for our clients than a candidate turning down a job offer. To better understand this issue, we conducted a survey to explore why candidates reject job offers and, perhaps more importantly, what can be done to increase offer acceptances. Through our research, we identified three main reasons for rejection. In this report, we’ll dive into each of these factors and conclude with our recommended actions to address them.

 

COUNTER OFFERS

Counter-offers were the single biggest reason that a candidate decided to turn down a job offer. More than 93% of those surveyed indicated that a counteroffer played a significant or major role in their decision.

The key takeaway, however, was that 43% of candidates cited a final offer lower than expected as their primary reason for rejecting the offer. Additionally, 29% mentioned that it had influenced their decision to decline the offer.

 

From the comments received, there are four key actions that can be taken to reduce the chances of a rejection.

1. Ensure your offer aligns with current market rates. Many agencies provide salary surveys to help with this. If you’re serious about securing the candidate, consider positioning your offer at the higher end of the range.

 

2. For sales roles, consider offering a higher base salary with a lower commission, and ensure the commission structure is straightforward. This approach is becoming increasingly popular.

 

3. Encourage the agency to inquire about the counteroffer their current employer might present to persuade them to stay. This information can then be used to help shape your own offer.

 

4. Provide a comprehensive benefits package that includes a clear path for career and personal development, along with the option for flexible working—something that is highly valued by many candidates.

 

INTERVIEW PROCESS

Our survey showed that the actual recruitment and interview process had little effect upon whether a job offer was accepted or not.

22% of candidates indicated that the length of time between the interview and offer stage influenced their decision to decline the offer. Additionally, 21% of respondents stated that the job turned out to be different from what they were told before the interview.

 

Possible actions to prevent this –

1. Create a clear timeline with key dates, from CV submission to interview and offer stages, so candidates know what to expect and when. A shorter interview-to-offer period would also be beneficial.

 

2. Agree on a clear job description to provide to each candidate and ensure the agent confirms it has been explained and shared in writing.

 

3. Have the hiring manager record a video describing the role and make it available to candidates before the interview to ensure they have a complete understanding of the position.

 

4. Create a FAQ sheet based on previous interviews for this type of role and provide it to the candidate before scheduling the interview.

 

WORKING CONDITIONS

Surprisingly, the company’s alignment with the candidate's cultural values had less impact. Over 79% of respondents said it did not influence their decision to decline the role, while only 7% acknowledged it played a significant role.

50% of respondents indicated that flexible hours and working location had no impact on their decision to decline the offer. However, 29% stated that it was a significant or major factor in their choice.

A notable 77% of respondents said the working location played a small role in their decision to reject the offer. Of that group, 21% identified it as the primary factor.

 

Although working conditions appear to have less effect on candidates’ decision to accept or reject an offer, there are still preventative actions that can be taken

1. If you hire on a regular basis, create a simple video showcasing the working environment and its location. Send this to candidates after their first video interview.

 

2. If you have an appealing work environment and location, ask the agent to send the video earlier in the recruitment process to help attract more candidates.

 

3. For hard-to-fill roles, offer flexible working hours and the option to work from home. This has become even more important post pandemic.

 

SUMMARY

• The survey revealed that the likelihood of a counter-offer decreases when pay and benefits are at the top of the market rate for the role, rather than just an increase over the candidate's current package.
• It's also important to focus on the additional benefits that can be offered, particularly regarding a clear career and personal development path. Good working conditions are also highly valued.
• Flexible hours and the option to work from home are especially popular.
• It’s also a good idea to shorten the time between the interview and offer stages. Whenever possible, share these dates at the beginning of the recruitment process so candidates know what to expect.
• Finally, providing a clear definition of the role’s duties and responsibilities can help prevent offers from being rejected due to misunderstandings about the position.

Experts2care are a specialist recruitment company supporting leaders in care home management to secure the best next step career moves and the best talent for their organisations.

If you are looking to expand your team or for a career move, and you are a manager or Exec in UK Care Homes then please get in touch to see how we can help. Contact Sophie Reeves (sophie@experts2care.com) at Experts2care www.experts2care.com