Digital Recruiters4 tips to avoid a candidate from rejecting the offer, or worse, going to the competition

A recruiter’s life can be difficult at times. You oversee several processes at once, looking for the perfect candidate or the pink unicorn. You think you have everything under control, you are happy when the candidate accepts the offer… and then suddenly, a week or two later you get a phone call from your candidate rejecting the offer. “What could have gone wrong?” you wonder. Well, a lot of things actually. At present, the speed...
Catenon World3 years ago8345 min

A recruiter’s life can be difficult at times. You oversee several processes at once, looking for the perfect candidate or the pink unicorn. You think you have everything under control, you are happy when the candidate accepts the offer… and then suddenly, a week or two later you get a phone call from your candidate rejecting the offer. “What could have gone wrong?” you wonder.

Well, a lot of things actually. At present, the speed of the selection processes is key and we’re still having problems to make them more operational or even digitise them. Getting the best professional in the shortest possible time is a risk, and what is worse, losing interaction with the candidate.

It is precisely this interaction that we should focus our attention on, especially in the supply phase. Here are the five essential tips to prevent this from happening to you:

 

1. The candidate’s experience says it all.

And not only during the offer phase but also during the whole process. Being clear about what you’re offering is important. And the key? Showing that you are excited about what you’re offering. You’re the best Employer Branding ambassador in your company. Keep your candidate engaged before, after and during, and you’ll reduce the likelihood of them rejecting your offer.

 

2. Counteroffers are the order of the day, anticipate them!

And what’s the best way to do that? Very simple, ask your candidate directly if they have any more job offers or are in other selection processes. Be honest, tell them that there will be counteroffers during the process, and in that case, ask them to contact you before accepting anything. Trust first.

 

3. “I’ll make you an offer you can’t refuse”

Are you sure? Know what motivates your candidate, and what their reasons for a change would be. It seems obvious, but it’s not. Knowing if your candidate is leaving because they want a different salary, because they don’t have opportunities for growth, or because they are simply looking for another project, can be key. Ask them directly, or better yet, ask them why they want to join your company. You’ll know what your candidate values most and what you can offer them.

 

4. Keep in touch

Quitting a job can be pretty tough, so keep in touch with your candidate. Find out how your current company is doing in the face of a resignation, offer advice, tell them what the process is like after accepting the offer and starting, and ask them to call you after doing so. You’ll feel more confident in the decision you’ve made.

 

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