Candidates are individuals with their own opinions, outlooks, career aspirations and way of dealing with recruiters. Like any relation, it’s important that there is trust and transparency on both ends. However, that’s not the case in a few situations.
I follow a structured process by which I first analyze and understand the individual’s career trajectory and aspirations – both professional and personal, before I formally start working with a candidate. Recruiters need to understand candidates’ motives and career & personal goals before they offer them a role. This helps build candidate confidence and thereby helps achieve transparency in the transaction.
During the hiring process there could be a few hurdles and uncertainties leading up to the offer process which must be addressed immediately. Unfortunately, there have been instances when a candidate posts the interview process, accepts an offer and within a few days’ rejects it leading to an offer drop out.
Candidates decline the offer for various reasons. Here are a few reasons that I have encountered and heard off:
- Salary offered: Most candidates decline stating they are not happy with the salary offered. A research states around 25% of the candidate decline the offer because of compensation.
- Lack of vision to look out for a change which makes them continue with their current employer.
- Company’s culture: Candidates aren’t just accepting a role; they are also opting to join a company culture. When they have positive relationships with their teammates, they’re more likely to be happy in a job.
- No opportunity for career progression: Not a very impressive career progression plan for employees.
And other reasons include:
- Confused about relocation
- Counter offer by the existing employer
- Offer trading or a better offer with other opportunities.
- Job security in the new role
- Designation or the job title
All these reasons are valid and candidates may have thought over them, and can be worked on too. However, what is the cause of worry is the time at which these are addressed – post the job was offered and accepted.
When companies are recruiting employees, they are hoping to find the best professionals who are honest, have great work ethics and are committed. However, when a candidate suddenly drops out; it reflects his/her ethics, integrity and level of commitment. It also unfairly questions the credibility of the recruiter; who was sincerely working and investing their time to get their candidate a job they are keen on and will excel at.
My suggestions to candidates would be that when you have a doubt, you have to address it and discuss it with your recruiter. There are times there is a solution to these doubts but only when they are addressed at the right time. You must remember When the goals of candidates and recruiters are aligned, both will succeed.
PS: this article is penned without the Covid19 situation in mind, this has added to more dropouts but the reasons are understandable
This blog is drafted by one of our consultants Ms Saranya Sruthi from our office in Chennai, Cathedral Road. She recruits mid to senior talent in the E-commerce, SaaS and Consumer Internet space.