Five Reasons Your Offer was NOT Accepted by a Great Candidate

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Information about Five Reasons Your Offer was NOT Accepted by a Great Candidate
Business & Mgmt

Published on March 6, 2014

Author: BrianHagman

Source: slideshare.net

Description

Having an offer declined by a great candidate is never fun. This shares just a few of the more obvious reasons why this occurs.

Five Reasons…. Your Offer was Probably NOT Accepted by a Great Candidate Finding People Who Make a Difference ®

5. Company Arrogance • Some companies think and act as if every candidate is knocking down their door to work for them even though the organization is not even one of the “Best Places to Work” in their own city. Unless you are Google, Apple, or one the other really cool and hot companies today, you should work on selling the candidate on why they should to join your team. • Candidates need to feel the love when being interviewed. Some hiring managers focus all of their attention on why the candidate wants to leave their current employer or if they are qualified. They forget that the candidate is also interviewing them. Finding People Who Make a Difference ®

4. Outdated or Poor Branding • Not having branded materials to give the candidate while in the offer stage is risky. What kind of impression are you giving the candidate when you hand them a sheet that looks like it was written on a typewriter in 1983? • It may seem insignificant or petty but candidates may question what else you might not care enough about. Are you so lean that you can’t provide quality materials or too cheap to pay for it? Is the company full of mediocre talent or just neglecting the details? What else are they neglecting? Finding People Who Make a Difference ®

3. Not Being Flexible • Every company has their own philosophy on negotiating offers but one sure way to risk losing a great candidate is to show zero flexibility. • Passive candidates that are currently employed have leverage and not showing much flexibility will have them question how serious you are about having them join your team. This will also serve as a good example of your management style or company culture. Does how you treat the candidate during the interview process indicate how you will treat them after they join your team? What message(s) are you sending? Finding People Who Make a Difference ®

2. Making Them Wait • Waiting several days after you have interviewed a candidate to make an offer is never a good thing. “Strike while the iron is hot” as they say. • The best candidates in the market are always busy being productive and the more time that passes can make the opportunity less attractive and the excitement fade away. • The candidate can convince himself or herself that you are not really that interested or that you are waiting to see if a better candidate will come along. • The more time that passes, the more thoughts and possible doubts that will enter the mind. Finding People Who Make a Difference ®

1. Low Ball Offer • Nothing takes the air out of the balloon than a weak salary offer. • This is a candidate-driven market and paying less than or even at market rates may not impress or “Wow” top talent. • If you can’t offer at least 10% above the candidate’s current compensation then you risk credibility on how serious you are. You may need to go after someone else you can afford instead of risking your employment brand by making an unimpressive offer to them. Finding People Who Make a Difference ®

Brian Hagman | Managing Partner Sanford Rose Associates - Brighton LinkedIn: www.linkedin.com/in/brianhagman Twitter: @brianhagman Website: www.sanfordrose.com/brighton Website: www.brianhagman.com

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