You can avoid the pain of watching your top three candidates disappear by researching industry standards and competitor offerings. Photo: eeihr.com.
Roberta Matuson says that whatever the current state of the labour market, employers will still need to go the extra mile if they want to attract the very best talent on offer.
The Great Resignation may have slowed, but top talent still has options – and they’re not afraid to walk away when something doesn’t feel right.
My client has just experienced this at first hand when her top two candidates declined offers and a third ghosted her completely.
Their reason? “Too much work.”
You might be thinking: “Good riddance – if they can’t handle the workload, we don’t want them anyway.”
Yet these candidates may just have given her the most valuable feedback she’ll ever receive about this role.
Understanding why top candidates decline to move forward in your recruitment process is the crucial first step towards transforming rejection into an opportunity for organisational growth and improved recruitment success.
The next step is acting upon what you learned.
The pendulum has swung in the current labour market, leaving employers with the upper hand. However, that doesn’t mean top talent will readily accept whatever you’re offering. The best people will always have options.
My advice to my client was to consider that perhaps the feedback she received was valid.
To avoid being in this situation in round two of her attempt to fill this role, she needs to think about adjusting her expectations and the job description to ensure the person she finally chooses will remain longer than a few weeks.
You can avoid the pain of watching your top three candidates disappear by researching industry standards and competitor offerings before starting your search.
Let’s say you haven’t done this. It’s not too late. Ask yourself the following questions: Is the job you’re trying to fill generally done by two people (or even three)? If so, take out non-essential duties or hire multiple candidates.
What’s the competition paying for the role you’re trying to fill? Make sure you’re paying market rates.
If you can’t compete on pay, what non-monetary benefits, such as flexible work arrangements, can you offer to make this job more enticing?
Is the job the problem, or are people passing on your position because they’ve never heard of your organisation and don’t believe the hype you’re trying to sell them?
I gave my client some further advice. As you re-enter the market to try to get this position filled again, consider ways to enhance the way you recruit.
Look for opportunities to streamline the application and interview process.
Be transparent about the salary you’re able to offer to avoid wasting time on candidates who you can’t afford to hire.
Do a deeper dive into your network for referrals. Creating an effective hiring process that will work for your organisation takes time. No doubt you’ll need to make some tweaks along the way.
When top candidates decline your offers, treat it as an opportunity for growth by analysing feedback, adjusting expectations, and optimising your recruitment process to stay competitive and attract top talent.
By refining your hiring strategy and employer brand, you’ll turn setbacks into success and build a stronger foundation for long-term recruitment success.
Roberta Matuson is president of Matuson Consulting, which helps Fortune 500 companies and high-growth businesses create exceptional workplaces, leading to extraordinary results. She can be contacted at [email protected]. This article first appeared on Roberta’s blogsite.
