As a recruiter you will know that there are few things more satisfying than your client wanting to extend an offer to one of your candidates. However, having trained recruiters in over 40 countries in the last ten years, it is all too obvious why the top producing recruiters have a higher number of offers accepted by their candidates, whilst other recruiters do not.
Top producing recruiters do not achieve such a high offer acceptance rate because they are 'lucky', or because their clients are willing to 'throw enough money at the candidate'. These recruiters have developed an understanding that there is an art and a science to managing the offer process. The following are three reasons candidates reject offers (other than for financial reasons) and suggestions on how you can minimize this happening at the end of the selection process with your candidates:
Reason 1: The Candidate Felt They Were Treated Badly During the Hiring Process
Ask a random group of people about their experience of being a candidate and many will tell war-stories about how badly they were treated either by the client or the recruiter. Reasons vary from lack of communication throughout the selection process, to feeling like no one was interested in their best interests. To ensure your candidates have a more positive experience:
* Get their 'buy in' to you as their recruiter early on. Help them understand what your role is and the value you bring to them and the client throughout the whole selection process.
* Explain how the selection process works and what may happen along the way that they may need to anticipate; for example there may be a delay getting feedback.
* Confirm what they should expect from you throughout the selection process and what you will expect from them in return.
* Ensure the candidate is comfortable enough to contact you should they feel unsatisfied about how the selection process is progressing, allowing you to react to their issue quickly and appropriately.
Reason 2: The Candidate Felt the 'Chemistry Fit' Was Not Right
As any recruiter will know, ensuring that a candidate is a good fit for an organization is not just based on whether there is a match regarding skill set. There also should be a good chemistry fit between the client and candidate as well. To ensure that there is a good chemistry fit:
* During your interview with the candidate ask them about their working environment preferences, such as reporting lines, communication style, and office environment. Also, ensure you have a good understanding of the culture of your client organization before deciding whether the candidate should be shortlisted for that position.
* If the candidate's decision to reject the offer is based on their interaction with one of the interviewers at the client organization, identify if this interviewer is someone they will interact with often if they were to accept the position. If it is not, have the candidate meet with others in the team. This may change their overall assessment of the culture of the organization.
Reason 3: The Candidate Decides a Counter Offer from Their Current Employer is the Better Option
Counter offers come in many different versions: financial incentives, peer pressure, promises of future promotions, etc. Candidates often see counter offers as an indication that their current employer values them in the organization. However, this is not always the case; often it is a strategic tactic by their current employer to limit the need to hire someone else to fill their role. To assist your candidates to prepare for a counter offer and to view it objectively:
* Discuss counter offers during your initial interview with the candidate. Explain the differing forms they come in and ascertain what their current employer typically does when someone resigns.
* Ask the candidate questions about why they are looking to leave their current employer. Rarely do these issues get resolved if they accept a counter offer. As a recruiter, you may need to remind the candidate about this conversation when they are about to resign.
* Identify if they, or someone they know, has ever accepted a counter offer and how that worked out for them. Statistics show that over 90% of employees who accept a counter offer leave within one year.
By integrating these simple tips into your recruiting process will increase the number of quality placements you will make.
If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI basic to be qualified to operate as a license recruitment consultant in Singapore.
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