How to Increase Your Candidate Offer Acceptance Ratio - Part Two

By Jessica Miller-Merrell 

Job acceptance is something we focus heavily on because it’s the moment that a candidate chooses to join our team, but it’s important to remember that not every acceptance is going to lead to a strong partnership. Job acceptance regret is a very real thing, and it’s detrimental to both the candidate and the company they wind up at. Competitive job offers may make it easier to accept an offer, but it doesn’t mean long-term happiness and satisfaction with a company. In fact, in many cases it doesn’t even mean short-term happiness.

Recent Indeed research revealed that many workers continue to search for jobs even after they’ve accepted an offer and started their new job. This research found that 65% of recently employed Indeed members looked at job postings after they had been employed at their job for at least 90 days. Buyer’s remorse exists as much in hiring as it does in retail. However, it’s not as easy to go back on a career decision as it is to return a sweater to the mall.

Excitement can wear off quickly, and what’s left could be an employee who is looking for a way out. Once a candidate has settled in and gotten the lay of the land, it may become all too clear that money doesn’t equal happiness. We know that statistically speaking, money isn’t what workers care most about, even if it led them to make a career choice. When it comes down to the day-to-day grind, it’s the people they work with and for, the opportunities they have and the organization’s culture. An extra boost in their paycheck can’t change those things.

However, not all job acceptance regret is equal. There are some who will never be happy with their new decision and find it best to move on. Then there are some, in fact I would dare say the majority, that are simply human and are unsure of the new situation. Some of the burden is actually on your company to help them overcome candidate offer remorse, leading to a lower new hire employee turnover rate.

Help your new candidates avoid this mentally taxing situation with these five strategies.

Give a realistic job and company culture preview

Give your candidate the tools they need to make the best decision for them. Empower them by providing a realistic explanation of the job and a preview of company culture, then trust them to know when it isn’t a good fit.

Have the candidate meet the hiring manager quickly

Avoid going through three rounds of interviews only to finally find out that the hiring manager and candidate don’t click. Arrange a meeting early on and allow each party to assess each other. One of the most significant factors in job satisfaction is the person you work for, so it just makes sense.

Welcome them the right way

You have a small window of time when a new employee starts to shape how they see the company. Of course you want to make sure they are acclimating personally, but this also includes a formal onboarding and new hire training program. You’ll never have another opportunity to affect how they view the company like you do in the beginning.

Provide ongoing support

Remember that initial onboarding and training are important, but they can’t possibly meet every need and answer every question your new employees have. Provide ongoing support and mentoring to build on the foundation that you laid with onboarding.

Foster a relationship

It seems simple, but just maintaining ongoing communication and talking to your new hire can help build a relationship that will make you their go-to when problems do arise. This could mean the difference between them coming to you to work through the regret they’re feeling and simply leaving your company.

TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today. 

Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.

How to Increase Your Candidate Offer Acceptance Ratio – Part One

By Jessica Miller-Merrell 

As the job market becomes more competitive, candidates are in the driver’s seat. This not only means that they can be a bit picky about where they want to apply but that they also have ability to negotiate compensation and even turn down offers that aren’t up to par. For companies who are working hard to bring in the best and brightest, this can mean a lot of things. For one, companies are having to become more competitive to keep up with other offers and stand out. Candidates are looking for a perfect mix of compensation, opportunity and convenience, and companies are actively trying to figure out exactly what that looks like.

Take a look at these six ways your company can stand out, be competitive and see a higher job acceptance ratio:

Qualify your candidates aggressively

It is a candidate’s job market, but that doesn’t mean you should feel or act desperate to fill a position. Do your homework and make sure the candidate actually has the skills you need and will be a good fit. Candidates may seem eager for the position, but they want to feel confident in their abilities to do the job. If you pursue candidates who don’t have the skills and experience for the job, they’re less likely to accept the position at the end of the day.

Research the market

Your company must stay competitive to bring in the best and brightest, so research the market and know what it takes to truly be competitive. Consider compensation, perks and sign on bonuses so you won’t be caught off guard. You’re working hard to woo those candidates, so don’t let this be the area you’re lacking in. If you just can’t be competitive, at least you’ll know where your organization falls short and can consider your company’s unique selling points.

Market your position and company honestly

Candidates have more avenues for finding out about future employers than ever before, whether that be by posting anonymous questions in a forum, reading employer reviews or just following their intuition. Be open and honest about what the position entails and what your organization brings to the table. Talk about what makes your company different, but don’t pull a bait and switch or coerce candidates into a position just so you can check a box.

Be smart about your offer

When you’re ready to offer a candidate the job, lead with a strong offer but don’t give away your hand. You may even want to build in some wiggle room for negotiating, whether that be through a sign on bonus, relocation or higher salary. Don’t lowball your candidates, but be smart about your job offer strategy.

Focus on candidate relationship building

One of the most effective ways to increase job acceptance is to develop relationships with your candidates. You can do this by communicating through a talent network or through old-fashioned email or phone. By establishing a personal connection, candidates will feel tied to your organization before they ever receive a job offer. Additionally, when they feel at ease to communicate openly, they’re more comfortable asking questions and discussing their concerns.  

TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today. 

Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.