If you’ve ever experienced the frustration of losing a candidate after a long, arduous, and possibly expensive recruitment process, you aren’t alone. In fact, current studies suggest that the average rate of candidate turn-downs hovers somewhere between 35 and 50 percent. So a “yes” is never a guarantee and a “no” is a likely possibility almost half the time. But if your rejection rate is higher than this, or if you’d simply like to find efficient ways to bring your number down and improve your odds of success, keep the following considerations in mind.
Improve Your Chances of Landing Your Top Candidate
1. First, you’ll need to narrow down the likely reasons why this keeps happening. Of course the circumstance vary from one candidate to the next, but if your initial salary offers are below market rates, or if your selection process is too slow, a few simple fixes can get your recruitment program on track. And you won’t know which changes to implement until you identify the problem.
2. If you have a salary issue, fix it. The data you use to calculate market averages may be wrong, and may be overlooking important details about your niche market, your geographic location, or some other detail of the staffing landscape you face. Stop trusting bad information, get the real story, and convince decision makers to increase budgets for key positions.
3. Speed up and dust off the screening process. Are you inadvertently disrespecting your top candidates by changing decision timelines without keeping them posted? Are you subjecting them to a three-stage interview process with each stage set more than a week apart? Top candidates won’t put their searches and hold and wait by the phone for your decision. They don’t have to. So pick up the pace by condensing a drawn out interview cycle to single “super-interview”, or at least keeping candidates in the loop when a top decision maker needs to leave the office for a few days.
4. Keep a close eye on second and third place runners. Actively court these fall back options in case you need them when your first choice falls through. Be as honest as possible with them about their standing, but show respect, keep them in the loop, and make them feel important.
5. Prevent changes of heart. Top candidates often change their minds after accepting an offer, especially if they have to spend a week or two in a kind of emotional no-man’s-land, still attending their old jobs while the clock runs out. During this period, encourage the new employee to attend company social functions and work hard to make her feel welcome and accepted.
Reach out to the Little Rock staffing, recruitment, and retention experts at CSS for more tips on attracting and retaining top candidates.