In part one, we talked about how frustrating it is to get all the way through the recruiting process and finally find a good candidate, only to have the job offer be rejected. We outlined seven options for improving offer acceptance rates, and today we’re continuing with that list.
Here are more ways employers can improve offer acceptance rates:
- Ensure it’s clear that the offer is open to negotiation. Not only do people like to feel as though they “won” a negotiation, having the ability to discuss the specifics can be a way that a potential employee can tweak the offer to make it a better fit.
- Remember that benefits can also be negotiated. Candidates may be able to be swayed by a great benefits package, especially if you have some flexibility with it. As noted in yesterday’s Advisor, personalization can help as well. You may be able to waive waiting times for insurance benefits, for example, or you may be able to offer flexibility or other benefits the candidate requires.
- Don’t be afraid to ask questions. Both before and after making an offer, don’t fear asking candidates directly about what reservations they may have in working for your organization. If you ask directly, you may have an opportunity to clarify things about the organization, or tailor your offering to what the candidate needs. It’s possible that a candidate has reservations that are unrelated to the offer; you may be able to provide additional information that could sway their opinion.
- If your offer is rejected, don’t be afraid to ask why. Asking why the candidate is not accepting an offer may let you know something about your process, offer, or organization that you didn’t realize. It could possibly re-open the door for further negotiation. Even if you can’t meet this candidate’s needs, it may give you information to use in the future.
- Know your limits up front. It’s possible that your offer was rejected because the candidate used it as leverage to get either a raise or a better offer somewhere else. Given this possibility, it’s good to know up front how much additional leeway you have in negotiating further, and whether you’re prepared to do so for any given candidate or role. Knowing your limits can help you negotiate more quickly and confidently, so you don’t have to keep the candidate waiting for answers at this point in the process.
- Remove hurdles. For example, if you’re asking a candidate to relocate, are you offering to pay relocation expenses? Or if you’re asking someone to take on a longer commute, are you offering flexibility in start time or the possibility of working from home some of the time? These are just a couple examples of hurdles that could be overcome with discussion and flexibility.
What adjustments has your organization made in the recruiting process to improve offer acceptance rates?