You’ve found the perfect candidate, and you’re ready to offer them the position. But then your dream candidate declines your offer, and you’re baffled.
If you keep finding yourself in this position, there are a few potential reasons.
1. You Waited Too Long
If your hiring process takes an unnecessarily long time, top talent is unlikely to stop exploring their other options while you’re still making your decision. If you aren’t corresponding regularly and making the appropriate follow-up phone calls, highly-motivated candidates aren’t waiting by the phone. They’re out exploring their opportunities, and if your offer comes in too late, they’ve likely received others or outright accepted a position with someone else. Waiting is a dangerous game when the stakes are high.
2. Your Competitors Compete Better
If someone else’s offer was more enticing to a talented candidate, you need to determine why. Start by looking at job boards to see what your competitors are advertising. Research what makes them so unique. It could be that top talent is drawn to the strength of their company culture or general working environment, and if that’s the case, you might want to implement some larger scale changes to entice the talent your business needs.
3. You Aren’t Offering the Full Package
Top talent likes money, but money alone won’t ultimately sells them. You can offer someone all the money in the world to jump into a tank full of hungry sharks, but they likely won’t. Perks can really sell a candidate on a position. Can you provide flexible scheduling, tuition reimbursement, stock options, etc. for your employees? Salary is an important part of an offer, but it’s only as valuable as the things it’s bundled with.
4. Your Opportunities for Advancement Are Unclear
Top talent doesn’t want to glide, it wants to soar. If a hardworking, innovative, ambitious individual is looking for a position, they’re not going to choose a position that will stay the same throughout their duration with the company. They want to know that as their competency grows, so will their station within the company. These people are looking for ladders to climb, and if you can only offer bridges, they may feel like the road ahead is blocked.
5. The Position Doesn’t Challenge Them
Someone who aspires to someday become a CEO might take temporary satisfaction in making hamburgers or answering phones, but they don’t want to do that for the long haul. People who are genuinely devoted to their work and their ongoing professional success want to be challenged. They don’t want to find themselves bored with their job just a few short months after they’ve started. If they’ve interviewed for the position and they find that it doesn’t come with enough responsibility or empowerment, they’re likely to lose interest. You need to build something formidable for them to achieve, otherwise they feel less inclined to accept your offer and settle in.
To explore how Best-in-Class companies place the candidate at the center of the effort to build a talent pipeline, check out this comprehensive research report by Aberdeen’s Zach Chertok.
Michelle Arios is a careers, business and HR blogger, interested in unique ways in which employers can find and retain top talent. Currently, Michelle is writing for BizDb.co.nz, an online knowledge library, and might often be found online, sharing her tips with business owners and job candidates alike. Feel free to follow her on @MichelleArios