ATR have been in recruitment for over ten years and we have been advising our clients the importance to when and how to make the job offer to the candidate who has been successful so that he/she will be more likely to accept the offer of employment.
There are a number of reasons that contribute to a job offer being declined:-
1. Delay in job offer being sent out by the company to the successful candidate (“time is a killer”).
2. Don’t be tempted to offer the job to the candidate in the interview.
3. Offers made after just one face to face interview are often declined.
4. Don’t offer a lower salary than the salary that was agreed with the candidate prior to you conducting your 1st and 2nd stage interviews.
1. Delay in job offer being sent out by the company to the successful candidate
Don’t delay in making the job offer now you have made your decision as arguably this is the most important rule in making a job offer as they say in recruitment “time is a killer”.
a. Gives a bad impression to the candidate of the hiring company and hiring manager.
b. Candidate may have other job offers on the table.
c. Candidate may start his/her job search again and go for other interviews.
2. Don’t be tempted to offer the job to the candidate in the interview
Discussing salary and commission/bonus with a candidate can be awkward.
a. ATR can present our client’s opportunity in the most favourable way, especially if he/she has another job offer.
b. ATR can negotiate the salary package without the candidate having the fear of losing the potential job offer, this can result in the candidate not getting what he/she really wants and then declining the job offer.
3. Offers made after just one face to face interview are often declined
a. Candidates like to think things through for a week or so while they’re attending 1st and 2nd interviews (company, role and responsibilities, overall package, career perspective, travel etc.).
b. Candidates that have had to fight to get their new job are also more likely to accept than those that are offered without needing to show much effort (second interviews are good for both parties).
4. Don’t offer a lower salary than the salary that was agreed
The salary you offered should be no less than agreed with the candidate prior to you conducting the 1st and 2nd stage interviews. If the candidate you’ve interviewed is choosing between your lower offer and another offer presented by another company that is exactly what the candidate is looking for, understandably, the candidate is likely to take the higher offer. Why would you want to lose this candidate possibly to one of your main competitors for the sake of offering a few thousand pounds less than the candidate is ideally looking for. It will cost you your valuable time, further effort from you and money. It’s stressful and draining to start the entire recruitment process again and will you get any one as good as this candidate that you have just lost out to, to one of your competitors. ATR advise all our clients to be realistic about salary. If we think a candidate is being unrealistic with the salary, we’ll make that clear to them before any introduction is made to our client.
If you have any questions regarding this article or require further information about our Sales Consultancy Practice, please call us on 0844 2577 888.