If candidates are rejecting your competitive job offers, you’re not alone. In this tight job market, it happens more than you think. The question is: why does it happen—and how can you turn things around?
Chances are, your recruiting process may be part of the problem. According to a survey by PwC, nearly half (49%) of 10,000 respondents reported declining job offers due to poor candidate experience.
After all, while you’re evaluating candidates, they’re returning the favor. Poor communication, a seemingly-interminable process—any number of factors can alienate applicants, and they can afford to be picky!
Now is a great time to improve the way candidates experience your recruiting process. You only have one chance to make a first impression—here’s how to make sure it’s a good one.
According to SHRM, every recruiter should periodically complete their own online job application to see how long it takes and what it feels like. That’s because 92% of almost-applicants bail on applications that are too long or hard to complete.
Plus, make sure your app is mobile-friendly. More jobhunters are applying by smartphone—even though it takes longer (and abandonment rates are higher). Don’t give candidates reason to decide you’re too hard to work with before they even apply.
Of course, you want to screen applicants thoroughly. In addition, sometimes, it takes some doing to get all the decision-makers on the same page. But when prospective employers drag the process out too long—say, beyond a month—candidates lose interest or accept other, more timely offers.
Consider using your applicant tracking system’s reporting function to analyze your process. How long does it take to hire, on average? How many steps are involved? The answers are your roadmap for simplifying and speeding things up.
Often, a negative candidate experience is grounded in poor communication. When someone takes the time to complete your application and take an interview, don’t they deserve to know where they stand?
Make sure your hiring process includes letting applicants know what’s next in the process or if they’re still in the running. Be transparent. It shows that you respect your candidates, even if you choose someone else. Plus, it protects your reputation as a quality employer.