The search for the perfect talent might just be one of the toughest tasks in the hiring process for every recruitment consultant, HR team, and manager. Not only does it require finding the right person for the job, but also requires the power to make the candidate say yes.
The truth is, your candidate isn’t always applying for one company and yours alone. Other employers are waiting for your candidate’s big yes, and there’s no way you can prevent that from happening.
With the hopes of leveraging ahead of the competition, recruiters and hiring managers tend to forget the idea that candidates can be choosy, too. So, save yourself from the long wait as you determine some of the reasons why your candidates could decline your job offer.
1. Incompetent benefits and compensation package.
According to the LinkedIn 2015 Global Talent Trends report, compensation matters most when making a final job decision. High-quality talent doesn’t just take quite some time to find, but will also cost a fortune.
Make them an offer they can accept and would compensate their career status. Although money isn’t the only thing on your candidate’s list, it is indeed an important one.
2. The job isn’t what they expected
Sometimes, after learning more about the role, candidates realize that the job is not what they thought it was. It might be because they feel that the job is too much, or it doesn’t meet their credentials and previous work experience.
Be sure to come up with accurate and detailed job postings and requirements to avoid a bad hire in the future.
3. They’ve already committed to another job
Candidates are willing to wait but don’t make them wait forever. Maintain a constant communication to let them know that their application is still active. Your candidates also have needs and must provide for their families, so assuring them that their application is well taken care of can somehow give them security. Otherwise, they’ll take a job somewhere else.
4. Company culture isn’t perfect match
More than greener pasture and better pay, candidates tend to look more into the company culture and how well they could fit into it. If candidates feel that your workspace isn’t the right place for them, the best decision would be rejecting the offer and finding a new one.
Ask your candidates their insights about certain situations in your company. This strategy lets you evaluate how they adapt to working conditions and attitudes of their workmates or clients.
After your evaluation of their working habits, don’t leave them in the dark. Make your candidates visualize your company’s day-to-day culture. Align with the hiring managers that they should discuss real team experiences with the candidate.
With the help of your HR team, you can provide “culture building” the effort it deserves. Show it in every way, so that your team can recognize and emulate it inside or outside of work. Remember, word of mouth comes a long way.
5. Negative online reviews
Employment branding can’t be just a supporting factor to a successful business venture and recruitment process. A weak employer brand can quite cost you job applicants.
Don’t underestimate the power of negative reviews and its impact on your business, especially to your future employees. These comments give your brand a bad name, and it may prevent quality candidates from getting the job in your company.
It’s better to address the common and negative reviews of your company to your candidates. This initiative reflects on how you handle negative publicity professionally. Look for opportunities to make the negative feedback as a criticism that needed to be resolved and provide steps on how the company is working on it.
6. Poor recruitment process
Most employers know the cost of a bad hire, but only some recognize the real cost of a bad hiring process. Candidates also pay attention to your hiring process.
Make sure to straighten up the whole recruitment process before you even schedule a candidate for an interview. Some common cases may include mixed signals from recruiters and hiring managers, job postings that don’t really match the role, and inappropriate interview questions.
When it comes to getting the right person for the job, companies must be able to provide a great experience as early as the recruitment stage. And it’s equally important for companies to recognize that recruitment is a two-way process. As employees make themselves available out there in their respective job hunts, it’s up to the employers how they can make the process as easy and efficient as ever.
An effective recruitment process goes beyond a good interview experience, as it extends to being the right kind of company. This is essential not just to attract potential great hires along the way, but to increase overall retention, improve performance, and lower possible costs in the long run.
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Experience the Manila Recruitment difference, and give your business in the Philippines a competitive advantage by contacting us today. Whether you are exploring an offshore solution, or are an established entrepreneur, SME or Multinational in the Philippines, our team has the experience and a tailored recruitment solution to introduce you to the top talent in the Philippines.