(Photo | Courtesy of G.A. Rogers & Associates)
Finding the best candidate is hard enough in Central Oregon. Then, employers have to convince the candidate to accept the job offer. But what if the top picks keep turning the offer down? It creates a frustrating (and costly) recruiting bottleneck.
According to Glassdoor, more than one in every six job offers (17 percent) get rejected. And that figure represents a pre-COVID statistic. In the tight labor market that has followed the pandemic, employers are seeing even more challenges landing the preferred candidate.
At the same time, remember that those rejection figures aren’t distributed equally among candidates. Sure, there are plenty of people who would jump at an offer. But when employers approach the top tier of talent, they will likely face stiffer competition.
How do employers overcome this challenge? What things can they change to make sure they have the best chance of landing the chosen candidate? Here are some common mistakes organizations make that cause their offers to be rejected:
Problems with the Hiring Process
Sometimes, employers lose their favorite candidate before they’ve even sent an offer. The way they handled the recruitment process has doomed their chances.
Why does this happen? There are a few factors that can come into play. Here are three of the most common:
- It takes too long to render an offer. By stretching out the hiring process, time opens the door to a competitor.
- Hampered by limited or bad communication. A confusing or unpleasant set of interactions could send a prime candidate looking for other possibilities.
- Failed to sell the position effectively. Remember: employers aren’t just looking for the best candidate. They also need to sell the position and company.
Compensation
At its basic level, compensation represents the core of any job offer. If there are not competitive levels of pay and benefits, the other factors around a position won’t matter much. Employers will have a hard time landing top talent.
Remember to consider all parts of a compensation package. Keep in mind things like:
- Pay Level and Bonuses
- Health Insurance
- Other Benefits
- Sick Days/Vacation
Challenges with Work-Life Harmony
Yes, we’d all love a 24/7 employee, someone completely dedicated to driving our business forward. But that’s not a realistic ask when looking to fill a position. Instead, look for ways to underline what the organization does to nurture a strong work-life harmony.
If employers see their offers constantly getting turned down, here are a few culprits to look into:
- Long Hours
- Shift Not a Good Fit for Candidates
- The Office Location
- Lack of Schedule Flexibility
- Position Has Too Much Stress
Organizational Issues
The job itself might not be the problem. The issue might come with the organization. If an employer develops a bad reputation within their industry, top talent will be reluctant to sign on.
No Growth Opportunities
Top employees will want to drive their careers forward. Which employers offer those kinds of opportunities? If there is no opportunity for career growth, then an organization will have trouble luring ambitious people into their company.
Management Style
The mismatch may be more personal in nature. Some management styles don’t mesh well with certain employees. In many cases, this is just a matter of personal preference. But a reputation as a “difficult” boss can make recruitment more challenging.
Lackluster Employer Brand
In the modern age, everything gets a review. That’s as true with employers as it is with restaurants or movies. Online presence helps the recruitment cause.
Culture
Is the organization inclusive? Is there value on work-life harmony? Does the organization listen to its employees? What are the larger missions beyond making a profit?
The answers to these questions could play a key role in a candidates’ decision-making process. Articulate an enticing culture and take steps to make that vision a reality. What’s more, learn how to communicate those values to incoming job applicants.
