You think the two sides will come to a "happy ending", so why would the candidate do the opposite of everything they've shown? Here are the most common reasons why candidates turn down job offers that you can refer to.
Is the hiring process too fast or too slow?
Many companies will lose great candidates due to the speed of their hiring. Usually, if a company has a slow and complicated hiring process, chances are the candidate will accept an offer somewhere else. On the other hand, if your hiring process is moving too quickly, this can cause candidates to become wary. They may decline a job offer because they feel they haven't learned enough about the job and the company.
There are many conflicts in the recruitment process
If your hiring process involves multiple steps and candidates have to meet a lot of people, it's important to be consistent. If candidates hear completely contradictory things about the position they're applying for, it could be a sign that there's a communication problem on your team. Surely this will confuse the candidate and will think twice about accepting to join your company.
Lack of enthusiasm
When a candidate shows a strong interest in the role and the company, they want the same enthusiasm in return. So let them know you're interested in them by telling them why they're a top candidate and how excited you'd be if they joined the team. This is an important factor in the decision-making process, and if the candidate doesn't sense interest from you, they're more likely to not accept the job offer.
A lot of negative information about the company but not properly explained in the interview
Usually, candidates will do research and learn about your company before the interview, including comments or reviews on social networking sites. If they read the negative comments thread but this is not explained by you in a reasonable way during the interview, it is not surprising that they turn down your offer.
There are many surprises appearing in the job offer letter
There is nothing more frustrating for a candidate who is excited to join your team than to receive an offer letter with a bunch of new terms that have not been mentioned in the previous interview or have many things. discussed but not mentioned in the text. At that time, of course, the candidate will need more time to talk to you again and this inconvenience, even non-transparency will prevent the candidate from accepting the job.
Acceptance pressure
Many recruiters want to get a candidate's answer right away without noticing that this is an important decision. Pressing or urging candidates to give quick answers will cause them to falter, become defensive, and even not want to continue the application process.
Besides the common reasons above, sometimes candidates are forced to refuse your offer for other personal reasons. Regardless of the reason, when a candidate turns you down, it's not the end. It's important that you handle the rejection tactfully and professionally, like asking the candidate for feedback on why they declined.
Not only will this help you improve your recruitment process, but it will also leave a lasting impression on candidates about your business. Maybe in the near future you will see their name again in your next recruitment campaign.
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