Why That Last Candidate Rejected Your Offer

You’ve been through a thorough recruitment process, from the initial sift of applicants, through the interview and assessment stages and now you’ve offered the role to an outstanding candidate. You think it’s a formality and you’ll have their confirmation almost immediately. However, you get something much worse. The candidate rejects your job offer.

There really is nothing worse, because not only is it disappointing, it costs you an awful amount of time and money. But what can you do to ensure it doesn’t happen again? When you are dealing with people there are no guarantees, but there are certain procedures and plans you can put into action to minimise the chances of good candidates rejecting you again.

Is your hiring process too long?

According to the New York Times and Glassdoor.com the average length of the interview process for companies almost doubled from twelve days in 2009 to twenty three days in 2013. Although these are figures from the USA, this is a trend we have also seen in the UK. Factor in that this just refers to the interview process. It doesn’t include the period of time from the initial advertising of the job through to the application process and the sifting through candidates. Realistically, you could be looking at up to three months from start to finish. And in some cases longer.


shutterstock_222604738 hiring process


If you’re finding that your hiring process is taking a long time, not only can it be off-putting to candidates, but you are also giving a window of opportunity for your competitors to swoop in and take them away. As well as this, if the candidate’s current company hears of their desire to leave, then they will almost certainly try and tempt the candidate to stay. Working with a specialist recruiter can help streamline your recruitment process. Instead of having piles of CVs to wade through, imagine having a handful of excellent candidates who all fulfil your recruitment criteria? You can speed up your recruitment process significantly and ensure you keep hold of the good candidates.

Is your recruitment process giving off the right impression?

Good candidates want to work for good companies. You may be a leader in your field, but if your business’ recruitment processes don’t give off this impression, it can be off putting for the best candidates. Issues such as interviews continually being rearranged, poorly structured interviews and lack of feedback between stages, can all leave your company looking less than professional. Utilising the services of a specialist recruiter can help you manage the entire process seamlessly. They can keep candidates updated and can also advise or even sit in on interviews to help and give their opinions and recommendations.



Are your offering the right level of salary and benefits?

If your company’s pay and benefits package is out of line with what the market is currently paying, it shouldn’t come as a big surprise when a candidate turns down your job offer. If you’ve not recruited for a while, you should consult a specialist recruiter or at least do some research on what current salary expectations are in your industry. You may be surprised!



If it’s not feasible to pay over and above industry expectations to secure the best candidates, you should look into alternatives such as lifestyle benefits. Many people see options such as flexible working hours, homeworking or health care benefits as more important than the salary itself.

Tackle these three questions and you should see far less candidates turning down your job offers.

Best regards,