What to Do When a Candidate Declines Your Job Offer

You've put significant effort into the hiring process - sourcing, evaluating, interviewing - only for a promising candidate to turn down your offer. It's frustrating, right? In this blog we'll explore why candidates turn down offers, ways to respond, and how to improve hiring accuracy going forward.

1. Understanding the Reasons Behind a Declined Offer

1.1 Why do candidates say no?

Candidates decline job offers for numerous reasons, and understanding these can help you pinpoint areas for improvement. Here are some common motivations:

• Compensation Mismatch: The offered salary or benefits might not meet the candidate's expectations or current market standards.

• Company Culture Fit: Candidates could perceive a misalignment with your company values or work environment compared to what they're seeking.

• Career Development Opportunities: Lack of clear prospects or growth pathways may discourage candidates who are keen on progressing in their career.

• Location and Commute: If the job location requires a long commute or relocation, this could be a deal-breaker for many.

2. Responding to a Declined Job Offer

2.1 The importance of maintaining professionalism

Maintaining professionalism is crucial when dealing with a declined job offer. Refrain from taking the decision personally, as it often reflects a candidate's career direction rather than a judgment of your organisation. To ensure the candidate leaves with a positive impression, a polite and concise response is essential. Acknowledge their decision gracefully and express your understanding.

Professionalism also involves assessing your current communication strategy. Examine whether any part of the process might have influenced the candidate’s decision to decline the offer. Reflect on whether your team’s tone and timeliness during interviews and communications were consistent and supportive. These reflections can enable your company to continuously enhance candidate experience and potentially reduce offer rejections overall.

2.2 How to ask for feedback effectively

Asking for feedback on a declined offer is all about timing. Asking immediately after a candidate sends their declination is a strong time, as their opinions and connection to the company are still fresh, making it ideal for insightful feedback. Keep your inquiry concise and ensure it comes from someone the candidate trusts from your team - often the recruiter or hiring manager they dealt with most.

When reaching out for feedback:

• Be Direct Yet Respectful: Clearly state why you're seeking their input and how it could help improve your process.

• Open-Ended Questions: Encourage them to explain their reasons freely, beyond just ticking multiple-choice responses. For example, "What could we have done differently to change your decision?"

• Assure Confidentiality: Reinforce that their answers will be used constructively and kept confidential, as this can increase honesty.

Pro-tip: Accuracy is in the details, so craft your follow-up communication to be specific, acknowledging their application and mentioning their experience level or role they applied for. Personal touches show sincerity and the value you place in their input.

2.3 Options for a counter-offer: Yay or nay?

Deciding whether to present a counter-offer requires careful consideration. Begin by evaluating the reasons the candidate rejected the offer: is it financial, logistical, or related to the role itself? If the candidate declined primarily due to the offered salary, determine if there’s room in your budget for negotiation. If other factors influenced their decision, such as company culture or growth opportunities, assess whether realistic changes can be made to address these concerns.

However, counter-offers must be approached with caution. A counter-offer should be presented only if the candidate initially expressed a strong interest in your company and the potential is mutual. Hasty counter-offers might result in long-term regret for both parties if underlying issues are not resolved. You can utilise these guiding principles to help you decide:

• Clarity: Ensure the candidate’s priorities align with what you can offer.

• Feasibility: Can your company realistically accommodate their requests?

• Longevity: Consider whether resolving the current issue will foster a lasting relationship.

2.4 Keeping the door open for future opportunities

Cultivating ongoing relationships with candidates is strategic. Begin by thanking them for the time and interest they’ve shown, and invite them to keep the conversation open.

This approach doesn’t just end at the initial follow-up. Consider implementing:

• Regular Updates: Add declined candidates to your talent pool and update them on new openings or company updates.

• Networking Opportunities: Invite them to industry events or webinars your company hosts, fostering both goodwill and potential engagement.

• Referral Requests: When asking for feedback on your recruitment process, you can also ask if they have anyone else in their network they would like to refer for the role if appropriate.

3. Learning and Adapting from the Experience

3.1 Revisiting your hiring process

An offer rejection can signal it's time to revisit your hiring process. Conduct a thorough review - from role descriptions to interview frameworks - to detect potential bottlenecks or mismatches. Has the timeline been too lengthy? Are role expectations mismatched with the candidates' experience?

Involve your current hiring team to ensure alignment. Ask them:

• Does our hiring process reflect our company values?

• Are we overlooking any critical skills during candidate assessments?

• How can we enhance candidate experience without sacrificing rigour?

These insights will guide adjustments, ensuring your hiring process not only attracts but retains top talent. Consider implementing interview intelligence tools such as Evidenced, which will enable you to asses CSAT scores after every interview, so you're not surprised by feedback at the final round.

3.2 Strengthening your employer brand to attract top talent

When candidates decline your offer, your employer brand might need strengthening. Take steps to enhance your brand's online presence with the following steps:

• Regularly update your company LinkedIn page with employee stories and achievements.

• Incorporate video content to give potential candidates a glimpse of the daily work life.

• Encourage staff to engage and interact online as brand ambassadors.

A strong employer brand not only attracts high-calibre talent but also reduces the chances of future offer declines by aligning perceptions and expectations effectively.

Ultimately, reflecting on candidate rejections is an opportunity, not a setback. By analysing feedback, refining your hiring processes, and bolstering your employer brand, you can transform these experiences into a blueprint for attracting and securing talent more effectively. Remember, each rejected offer paves the way for improvements that bring you closer to your ideal candidates.

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