It’s not me, it’s you!

The several lockdowns of the past years have significantly impacted how candidates look at the recruitment process. While there are more employers seeking new talent and there are more jobs on offer, candidates are now more selective, have greater expectations and are not as eager to jump through multiple hoops as they once were.

With a 36% decrease in applicants and an economy that is effectively running at full employment, you must be inventive and alert to achieve success for both parties and move quickly.

Why candidates decline a job offer

There are many reasons why potential candidates decline a position; here are some of the key ones to look out for.

  1. Salary expectations – Employers offering below-market pay and less-than-competitive perks can be deal breakers. Displaying salary information in the job advertisments will increase the chance of applications by 66%. Candidates prefer clarity and want to know the bottom line of what employers can offer before applying for the position.
  2. Job content and contract terms need to align with the candidate’s expectations. Clarity and consistency are crucial as 53% of applicants favour job opportunities where the details of the job are explained in the job description.
  3. Company culture and work flexibility – The pandemic has taught us that working remotely can be more efficient and beneficial for both employers and employees and has turned our work-life balance upside down. Candidates are less inclined to spend time commuting to and from work and remote and hybrid working options are valued more than ever. Only 1 in 7 people expect to commute to work 5 days a week and 77% of candidates value culture over salary (Glassdoor). So companies who are not offering flexibility will potentially lose great candidates as these are indicators of the company’s culture and the value they place on the work-life balance of their employees.
  4. Slow or lack of response/feedback from applications and interviews –  This is a big one. Good candidates will more than likely have more than one offer coming their way. Failure to keep the process moving will result in your best candidates joining the competition! 52% of job seekers report that delayed feedback is a major turn-off and results in many pulling out of the application process to choose something else.

How to make the recruitment process more successful

 A few simple but important steps will improve your chances of hiring the best talent:

  1. Be open and clear about your employee value proposition. Vague or absent references to remuneration or other perks will deter potentially great candidates.
  2. First impressions are important, and candidates will check out your presence online before applying. To ensure they will consider you as a suitable match and view your business as legitimate and appealing, make sure your online presence is complete, consistent and up to date.
  3. Build an appealing employee value proposition and demonstrate a positive company culture. Actions always speak louder than words so provide real examples to candidates.
  4. Respond to everyone, and provide feedback promptly! Manage applications in a timely manner and get back to everyone who made the effort to interview. Providing feedback within 24 hours of an interview is imperative if you want to keep all the candidates in the process.

If you follow these steps, your recruitment efforts will be powerfully rewarded.

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