Make a Good Connection and Prevent Rejection
Getting to the final interview stage and falling just short of being hired is an emotionally draining experience for job applicants. On the flip side of the coin, the disappointment employers experience when they are rejected by job seekers at the end of the hiring process can also be frustrating.
These rejections can be a tough pill to swallow for managers. When you put so much time and effort into the hiring process, you want to land your first choice — anything less can seem like a failure. Sometimes, companies get unlucky when they are rejected, and could not have done anything different to appease their target. But, often there are improvements that can be made to optimize the hiring process for prime applicants. Here are the top reasons that candidates are rejecting your offers:
- You are too slow. One mistake that many companies are guilty of is a deathly slow interview process. While it’s important to take the time you need to come to the best decision on your hire, you could alienate those candidates when not extending an offer quickly. It’s a hot job market, putting many job seekers in the driver’s seat. If you drag out the process, your top choice may accept a position elsewhere.
- You’ve failed to help the candidate connect with your company and/or job. During interviews, businesses want candidates to show them why they are the best fit for a position. But what some managers fail to recognize is that candidates are also looking for the company to show them why they are the best fit for their career path. It’s not enough to bring a candidate into your company for an interview, ask them questions, and send them home. You need to ensure you (and your hiring managers) are capable of selling the company to the candidate, and make them understand why they should want to work for you.
- Insufficient total compensation package. Even if a job seeker is excited about your position, you likely won’t be able to hire a high-quality employee with a low-ball offer, or an inadequate benefits package. You get what you pay for, and if you go cheap, you should expect to get, at best, an average employee. A talented and highly motivated job seeker understands their worth, and can sniff out a low-ball offer. This is an instant turnoff for many candidates.
- Poor cultural fit. Don’t underestimate the aura of your office during the hiring process — smart job seekers will detect an uncomfortable atmosphere from the moment they step in the door. Maybe your company culture isn’t a fit with their personal style, which is not necessarily your fault. But if a high-ranking employee comes off as a jerk during the interview, or if the higher-ups seem inflexible by nature, you run the risk of immediately losing the interest of a top candidate. First impressions are vital for both the applicant and the company, so make sure to hold up your end of the bargain and demonstrate what your company values as often as possible during the process.
Simply put, follow the golden rule if you want to lock down your top candidates, and treat them as you would want to be treated. Do your homework on their market value beforehand, show them that you care throughout the hiring process, why they are a good fit for the company and position, and why you want them to join your team.