The interview went well, and you found the perfect candidate. You made a strong offer and the candidate declines the offer. WAIT – WHAT – WHY????
Unemployment is lower today than it has been in the past 50 years. Which means there are more job opportunities than viable candidates available to accept your open position. Good candidates have multiple opportunities to choose from today and there are several factors you need to evaluate in your interview process.
Know Your Market
- Move Quickly – This fast-moving employee’s market does not allow you to drag your feet during the interview and offer process. Good candidates will be swept up by other companies quickly.
- Are you paying competitively? Before you answer that question – Do you know what your competition is paying for someone with the same or similar qualifications?
- Shorten your hiring process – Don’t spread the interview process over several days – do it in one, or at most, two days. When someone must take multiple days off work to fit into your interview process it’s difficult and often frustrating – be flexible to interview before or after work.
Portray a Positive Image of Your Company Culture
- Be the welcoming committee – Just as you expect a candidate to present themselves with a warm smile, a good handshake and professional demeanor in an interview, reciprocate and do the same – it goes a long way to show what their future work team is like.
- Sell the candidate on the company – The opportunity -the culture. Don’t be afraid to tell them what’s in it for them. They want to know but won’t ask in an interview. Give them the details up front.
- Share a success story of an employee – Tell them truthfully and honestly why you love working there.
- Job responsibilities and expectations – Does everybody involved in the selection process share the same viewpoint what the job entails? If you are not on the same page – get there…. and do it before you begin the interview process.
- Company goals – Is everybody involved in the selection process consistent in their view of the department and company goals? If not, the candidate could get a bad impression of the company.
- Schedule enough time for all interviews – Make sure you give the candidate quality time. Don’t rush in and rush out to your next meeting and not allow time for the candidate to ask questions. Not allowing someone to ask questions in the interview may indicate you are not interested, and you don’t have time for them.
- Keep them engaged through your interview process – Be transparent and tell the candidate your hiring timeline and stick to it. Don’t let weeks go by with no feedback to the candidate and expect them to still be interested in the position or the company.
Remember you are being interviewed as a potential employer just as you are looking at that candidate as a potential employee. Give the candidate a positive experience – first Impressions are lasting impressions.