Hiring the perfect employee isn’t always as straightforward as you might hope. After all, just because you feel you’ve found the perfect candidate, doesn’t mean that your candidate believes they’ve found the ideal employer.
Companies assume that they should be the ones deciding who to hire and who to reject, yet the truth is that anywhere up to 50% of all job offers are rejected.
Missing out on the chance to employ your ideal applicant is a frustrating experience. Not only are you presented with the expensive, and timely process of starting your search all over again, but your next recruitment experience could be tainted with a sense of disappointment and cynicism.
The best way to avoid the sting of a painful rejection is to learn why candidates are pushing your offers aside and begin making changes to boost your company appeal.
Here, we’ll look at five reasons why candidates are declining your job offer, and what you can do about it.
1. Your Hiring Process Lacks Structure
The first thing you’ll need to examine when improving your hiring potential is the kind of experience you give your candidates. Even if you’re offering applicants some of the best benefits and perks in your industry, you could lose their respect if you fail to present your company professionally during that all-important first meeting.
Think about how punctual you are when it comes to meeting your potential applicants, and how you move your candidates through the interview.
Are you transparent about answering questions, and do you give potential employees all the information they’ll need to know about their future role requirements? If you make interviewees feel as though they’re not worth your time or leave them with dozens of important questions unanswered, they’re sure to look for employment elsewhere.
2. You Aren’t Offering a Remuneration Package That Is Compelling
Choosing the perfect compensation package can be a complicated process for any employer. You need to design something that’s competitive enough that your applicants are compelled to make the change and decide to join your team. However, your offer needs to be in line with company guidelines and your new employee’s peers.
The good news for Dubai-based businesses is that zero income tax can be an instant perk to potential expats. However, you can’t rely on this benefit alone when it comes to drawing in candidates. You’ll also need to offer a package compelling enough to attract talent from all corners of the world.
Speak to a specialist recruitment agency about the salary trends in your industry, and think about additional benefits you can offer beyond the standard pay package including:
- Company cars and vehicle allowance
- Medical and life insurance
- Transportation and accommodation allowances
- Relocation help
- Flexible working opportunities
3. You Haven’t “Sold” Your Company to The Candidate
If you want to attract the best possible talent in your sector, then you need to remember that your applicants will be evaluating you just as carefully as you assess them. Part of “selling” your brand to a new employee will come in the hiring process, as mentioned above.
However, you’ll also need to make sure that you write a robust and attractive job description, promote your career opportunities effectively, and show your potential candidates how they can grow in your organisation.
Think about the possibilities that your business can offer new employees. Demonstrate that you have clear career paths and how you will support them in their development.
Does your job description show your applicants exactly what they can expect from their new role? How do you present your brand story and the ethics that drive your company forward? These things are crucial when appealing to professionals in search of a long-lasting career.
4. Your Company Culture Isn’t Appealing
When you’re looking to hire talent from around the world, you need to make sure that you’re offering a comprehensive and attractive remuneration package, plenty of opportunities for growth – and a solid cultural fit too. After all, you’re asking some applicants to apply for a lifestyle, rather than just a new job.
Look at your hiring process, and think about how you can convey your company culture to potential new employees. This might involve updating your website to include pages aligned for new recruits and building a social media presence.
Today’s generations are more focused on cultural fit than ever before. It’s up to you to make sure that you’re providing an environment that talented people want to work in.
5. You’re Too Fast, or Too Slow
Finally, speed is of the essence when it comes to engaging a skilled new candidate. While you’re trying to work out who to hire for your organisation, your candidate has their own concerns to think about; from family needs to cultural fit and future opportunities. If you’re too slow making your offer, then you’re going to lose out to other competitors who are willing to move faster.
At the same time, you need to ensure that you don’t push candidates to move faster than they’re comfortable with. If this is an expat situation, your applicant will need time to fully consider the pros and cons of moving to a new country, company as well as a new role.
Give them some time to think about what’s best for them.