Today's job market is a candidate-driven one. Applicants across the country know to keep their options open and are often fielding multiple offers at one time. It's common for human resources teams to extend an invitation for someone to join their company only to be rejected. This situation is inevitable, but there are certain steps HR personnel can take to minimize these instances as best as possible:
Reevaluate benefits
The MRINetwork Recruiter Sentiment Study found 26 percent of HR teams said candidates declined their offer because the compensation and additional perks weren't what they expected. When applicants refuse a proposal, it's crucial for these leaders to inquire about the reasons. HR personnel must be sure to ask in a respectful way, but gaining a small amount of insight from once-interested people will shed a lot of light on how companies can improve. Since the Millennial Generation believes in a strong work/life balance, according to The Washington Post, businesses must be sure their culture adheres to that value. Organizations should also look into their competitor's offerings to see what those enterprises provide that sets them apart and makes them a better option for the time being.
Find out what the candidate wants
It's common for offers to be turned down when they don't meet the desires and needs of the applicant. Before even presenting an invitation, HR leaders should be sure to ask what the person is really looking for, according to ZipRecruiter. This inquiry can save both candidates and hiring teams a lot of time, as it cuts to the chase and can eliminate those combinations that don't really match up. Since it's fairly difficult to change someone's mind after they've rejected an offer, it's critical for HR staff to get their question answered as early as possible.
"HR teams should let valued applicants know they can always apply in the future."
Don't give up right away
Sometimes candidates will reject a HR team's offer or simply withdraw their application. These situations aren't lost opportunities. Instead, hiring leaders should take advantage of these instances. HR staff should let both parties know they are always welcome to apply in the future. Recruiters could even share contact information so they know when quality candidates are available again. Since the mutual interest is already there, people will feel appreciated knowing their resume is accepted with open arms. The most important thing for HR to remember with this action is to stick by their word and share their information. If past applicants return and aren't met with the same respect they had earlier, their impression of the company could be tarnished.
HR teams deal with a variety of candidates, each with their own ambitions and timeline. People often reject job offers due to a competitive counter offer – either from an outside source or from their current employer – or because the compensation and benefits do not meet their expectations. By discovering what the applicant is looking for from the very beginning, keeping track of people who have withdrawn or rejected a proposal and reevaluating benefits offerings, organizations can reduce the number of rejections they face.