Why Candidates Say No To Your Client’s Offer

Some recruiters work on a ‘law of averages’ approach: that is, they figure that if they put as many candidates forward for a job as possible, then one is ‘bound to stick’.

However this kind of scatter-gun approach to recruiting doesn’t work in a meaningful way, particularly in the current jobseeker’s market when candidates can easily turn down roles that they don’t feel are right for them. Even worse, this unsophisticated approach to recruitment can damage your reputation in the eyes of both the candidate and the client.

How so?

Candidates who aren’t carefully matched with suitable vacancies will just end up saying no. If you then put that candidate forward for other roles that they feel they aren’t well-suited to, the candidate increasingly loses faith in your ability or even concern to find them a job they will be happy in. In a market where talent is at a premium, that candidate will have no problem at all finding another recruiter to place them: one that they believe cares about them more.

In addition, the more of your candidates that refuse the client’s offer, the more unhappy the client becomes- and then begins to question your ability to both understand what they, the client wants, and also your ability to source willing candidates.

So now you have both candidates and clients turning away from you, doubting your ability to do your job or work in their interests. This is far from ideal.

It’s understandable that you just want to make commissions- it’s a tough world out there! But never allow your desire for commissions to outweigh your good judgement about whether a candidate will fit a role well- or you will only find yourself with fewer commissions in the long-term.

So what are the most common reasons candidates say no to the client’s offer?

1. Because you convinced them to accept an interview, despite their concerns that the role wasn’t right for them. This approach will make your acceptance rates plummet.

2. The company culture wasn’t right for them. Company culture is becoming one of the greatest influences in the decision-making process for candidates (particularly Millennials), so ignore this at your peril.

3. The client didn’t make the candidate feel at ease in the interview process, or treated them rudely or with a lack of consideration. Poor response times with decisions or rescheduled /cancelled interviews can send a message that the candidate won’t be treated well at the company. As a recruiter, a poor interview process can be tough to combat, but it could be discussed with the client.

4. The client doesn’t have a good reputation in the industry, or an external person (friend or past employee) advised the candidate against taking the job. As a recruiter, you can only ask the candidate to try to judge the role on its merits rather than rumours, and perhaps find some satisfied employees for them to talk to.

5. Their salary expectations weren’t met. Again, it’s your job as a recruiter to discuss minimum expectations with the candidate, and maximum compensation with the client. If the two aren’t in the same ballpark, do not put that candidate forward. You might think it’s a perfect match, but it’s almost certain that the candidate will feel offended that you’re undervaluing them, and the clients will be offended that you’re sending along ‘time-wasters’.

6. The client is offering under-market salary or benefits. If this is the case, you will need to discuss it with the client. If you don’t point out the discrepancy between industry average compensation and their salary package, then you’ll find it extremely difficult to field candidates, and they will almost certainly be disappointed in the ones that you put forward. If the client is unable or unwilling to raise the salary, advise alternatives, such as an attractive benefits package or flexible working hours in order to make up for the salary shortfall.

7. The job description wasn’t specific enough, so the job turned out to be something other than the candidate expected. This shouldn’t really happen, but it does all too frequently. As a recruiter, you need to find out as much as is humanly possible about the role. If the job spec is vague, speak to the client to find out the missing details.

Top recruiters have an acceptance rate of 95%. Yes, you read that right. If you want to be a top biller in 2016 then you should only send through the very cream of the crop to the client: candidates that understand the job spec, feel the culture will be a good fit, know their salary expectations will be met, and are already keen as mustard to get the job.

Until next time,

Cheryl