When candidates reject your job offers, what does your hiring team do? Do they take time to discover the cause of rejection, or do they simply move on to other candidates? Establishing a general strategy for handling candidate rejections can be instrumental for present and future hiring outcomes. Think about it – if you’ve made an offer to a candidate, it’s fair to say they’d be an asset to your organization in many capacities. Finding ways to keep these candidates engaged in your company can save your hiring time lots of time and aggravation in the future. It will also allow you to develop a positive rapport with candidates which is critical for your reputation as an employer.

If top candidates are constantly rejecting your job offers, here are some important steps your hiring team can take:   

Gather feedback.

Rather than immediately dismiss a candidate rejection, use it as an opportunity to gather meaningful feedback about your company. If a candidate doesn’t offer a reason for refusing your offer, ask them why they’ve decided to pass on the opportunity. For instance, did the candidate feel the salary offered was too low for the position? Were they offered a more lucrative benefits package at another company? Acquiring this information will allow you to continuously refine your hiring process and make adjustments as needed.

Evaluate the candidate experience.

In addition to gathering candidate feedback, it’s critical to take a close, honest look at the candidate experience you’re offering applicants. If you have a long, dragged out hiring process, chances are that candidates will start actively seeking other jobs out of frustration. Identifying which parts of your application and hiring process need refining can be impactful for creating a more productive and efficient process for both you and your candidates. In addition to process, you’ll want to pay close attention to your hiring managers’ interpersonal skills. A commitment to maintaining respectful, two-way communication with candidates every step of the way will set the tone for the entire candidate experience. 

Don’t be dismissive.

One of the most common mistakes employers make is being dismissive of candidates who decline their job offers. Depending on why the candidate declined your offer, they may be a good fit for future positions at your company. You can offer to keep their application and resume in your database and consider them for other opportunities that may be aligned with their skills and qualifications. This tactic benefits both you and the candidate. After all, you’ve already gone through the screening and vetting process to determine the candidate is a fit – don’t let your time and efforts go to waste!

Rejection from candidates will always be part of the hiring process; however, the way in which your team handles rejection can affect how well you continue to attract top talent and get them to sign on the dotted line. Training your hiring team on the strategies above will allow you to better streamline your hiring process and maintain a top-notch candidate pipeline for filling future openings.

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