As recruiters, we’re all looking for those champagne moments where we hire the perfect candidate and everything works out happily ever after. But for every successful hire, there are countless stories of candidates we missed out on: those elusive tech stars that disappeared from our galaxy. What can we learn from these ‘ones that got away’, and what does it tell us about the importance of the candidate experience?
Closing candidates is hard
Founders and hiring teams are rightly proud of the companies they’re building, and to some extent, we all think we’re the bee’s knees. But inevitably, not every candidate is going to see it that way. In fact, a report by Glassdoor found that almost a fifth (19.4%) of tech candidates in the United States reject job offers. If the cream of the crop are saying no, it’s always worth listening to find out why. Recruitment is labour-intensive, and spending all that time, energy and money on talent acquisition – from sourcing candidates to conducting interviews – could be an expensive waste if the candidate says ‘thanks, but no thanks’. That’s why creating a great candidate experience can be worth its weight in bitcoin.
Why candidates turn down roles
It’s worth thinking about some of the reasons why candidates reject a role, and whether you can fine-tune your candidate experience accordingly. Here are three common reasons why employers might get jilted at the aisle.
A better offer elsewhere
The most obvious reason is that competition is fierce, and one typical hiring pain is the imbalance between the huge demand for tech skills and the shallower pool of super-talented candidates. The reality is that someone might have their head turned by higher compensation, or a role that promises a more attractive work-life balance. Whatever the reason, making sure your entire candidate experience is best-in-class means that if you do get turned down, it won’t be because the interview process sucked.
Reluctance to leave a secure job
In a world of global pandemics and gas price shocks, we can all be forgiven for making steady-Eddy decisions some of the time. If a candidate is already in a seemingly stable job, then it may take more than a great pay packet to entice them away. We ask candidates to go the extra mile, so the same must be true of a hiring team – a professional, friendly, transparent hiring process gives a candidate extra confidence, and less reasons to say no.
They don’t connect with your vision
This one’s tough. You might have produced the most dazzling presentation, and made the case confidently for your company’s driving mission, and… they could still say no. But every experience is a learning opportunity. One solution is to establish early in the hiring process what the candidate’s motivations are, which could reduce the likelihood of a last-minute fall-through.
How to improve your candidate experience
Here are some ways you can tweak your candidate experience for the better:
Not every candidate will accept a job offer, but if that happens, you want to make sure it’s not due to a shoddy candidate experience. The good news is that all of this stuff is absolutely within your control. As Kapwing co-founder and CEO Julia Enthoven argues: “Creating a positive impression of your company through content marketing, publicity, and thought leadership is the highest ROI with hiring.”
Make better hiring decisions with Intrro
Even with the best candidate experience, you need to make sure you’re getting the right folks through the door. Intrro gives you a clear view of the most talented people in your employees’ networks, and you’ll have the inside track you need to make a friendly introduction (without a hint of cringe). Take a free trial and see how Intrro can help transform the way you hire.