Job offer rejection? Top 6 candidate deal-breakers

  12th January 2017       Robert Bond FIRP
 Employment, Accounting & Finance, Company News, Executive Search, Human Resources, IT & Software Solutions, Office & Commercial, Recruitment


2017 will be a challenge for most businesses in the UK to secure their first choice candidates for job vacancies due to skills shortages and more exciting roles than there are suitable candidates. Companies put a great deal of emphasis on a positive customer experience, but can the same be said for your recruitment process? Whilst finding exceptional talent is all important, making sure you don’t lose any throughout the process is fundamental as well. If you’re having job offers rejected, read our six deal-breakers that all candidates will be keeping an eye out for before accepting a new role.

Salary and benefits: Widespread skill shortages are pushing up salaries across the UK, which means job hunters looking for a new role in the next few months will be considering other perks that a company can offer as well as a competitive salary. Investments in wages are a good way to attract workers into a company, but clearly should not be the only means used to recruit the very best talent. Culture, career development opportunities, training and flexible working will tip the scales in your favour when influencing your candidate’s final decision on whether or not to accept your job offer.

Negative interview experience: Highly sought-after candidates will likely be on the receiving end of numerous offers, so encouraging them to accept yours requires a faultless interview process. Finding a specialist in their field who’s a fantastic option for the role is no good if you’ve left them waiting in reception for 15 minutes, are slow to respond to their enquiries or deliver a poorly planned, negative interview experience. These details are often overlooked, but an interview requires considerable time investment for candidates and if this is the impression you are willing to give they may have second thoughts about accepting a job with your company.

There’s a counter offer on the table: 2017 may see a rise in the number of counter offers as employers look to retain their top talent. Ensure you cover this subject early in the recruitment process and that your candidate has a concrete reason for applying to the role. If your candidate does choose to accept a counter offer, consider keeping in touch in case anything changes in the future. Many of those that do accept a counter offer are right back to job searching within six months as underlying problems haven’t been resolved.

Work/life balance: Location is very important to jobseekers, along with work/life balance. Reconsideration after the interview stage may happen if a long commute is on the cards for your candidate. It’s important to be able to offer options as part of the job package; workers are looking at flexible working solutions that enable them to gain time back, work nearer to home and enhance productivity. 2016 came close to pushing people over the edge and a study by Regus showed that 58% of people regularly commuting to work would like to work remotely “in order to improve their travel schedule” in 2017. Consider making these factors a permanent part of your job package to attract the best performers.

Slow or generic feedback: After interviewing a potential employee, take the time to feedback to your recruiter who can then relay this back to the candidate. This will pre-empt the time-consuming communications when applicants get frustrated not knowing where they are in the process. Provide feedback at each stage of the application process unsuccessful or otherwise and personalise the notification, the feedback will help them in the future and the experience will show positively against your brand and company values. Word of mouth about a positive experience can work wonders for future recruiting.

Company values: A report by Linkedin found that many businesses are failing to promote their purpose during the hiring process with 61% admitting that they don’t mention their organisation’s values during interview and just 27% mentioning them in job ads.

If you promote the values that make up your company culture then you will find like-minded individuals who share those same values. Clearly defining your employer brand will differentiate your organisation from others and promote your company’s reputation as a great place to work. Your brand message should be targeted at the right people with the right skills throughout the whole process, giving you a better chance of recruiting the best person for the job without hesitation.

Our Director at Bond Williams, Robert Bond concludes:

“Corporate brand values are obviously very important in talent attraction and acquisition, this will come as no surprise. However, in our experience as recruiters it’s vitally important to ensure businesses drive those core values through the company to truly reflect the reality of the company culture and its ambitions for the future. The companies that will attract the best talent in our experience are those that not only advertise their brand values openly but those who nurture and can accurately reflect them throughout every aspect of the recruitment process.”


Robert Bond FIRP


Rob has a background in Sales and IT recruitment with over 25 years of experience in these sectors. He heads up the IT and Accountancy Divisions of Bond Williams and is also responsible for Bond Williams internal Operations and Finance. Alongside Claire, he is responsible for the overall growth and …

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