How to avoid that your job offers are (too frequently) refused by candidates

You thought you had found a good candidate but he turned down your job offer and this is a scenario that you think is repeated frequently, if not too often. I agree that it is quite normal for candidates to refuse offers, but let’s just say that this situation happens more frequently in some companies. If this is the case for you, this blog post may provide you with some possible solutions.

At the beginning of the recruitment process, try to measure the candidate’s actual level of motivation.

In these times when recruitment is increasingly difficult, it can be tempting to willfully blind yourself to the real interest of candidates for your vacancies and hope for a small miracle or a turnaround in the end. In reality, however, this rarely happens. Normally, a candidate showing a low level of interest at the beginning of the process is unlikely to turn into a proactive and serious candidate.

Never underestimate the importance of geographic location (this applies mainly to the Montreal area).

We’re almost all running out of time. So why make an offer to a candidate living in Sainte-Julie and working in Boucherville when your business is located in Pointe-Claire? Do you really think your chances are good? For my part, I doubt it. At a time when candidates are spoilt for choice, fewer and fewer agree to change jobs and double or even triple the travel time to work.

Not believing that the salary component is an important factor in decision making.

I imagine that you too have heard this phrase several times: “Salary is not important”. I can inform you that for the vast majority of candidates, salary is important. In fact, it is one of the main factors in the decision whether or not to accept a job. So, if you always try to negotiate too much by telling yourself that candidates tend to exaggerate their salary expectations, it is quite normal that your offers are frequently refused. I would advise you to discuss the salary aspect at the outset of the process and eliminate candidates with expectations above the salary range of the position. I believe that it is useless to go through an entire recruitment process and, in the end, offer a salary that is 20% lower than one’s expectations and still hope that the candidate will accept. 9 times out of 10 the answer will be negative.

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Keep your word.

You have gone through the entire recruitment process with the candidate and the main points of the job offer (salary, bonus, vacation, etc.) have been negotiated, but by the time you present the official offer, things have changed and you will no longer be able to respect what was agreed upon. Big mistake! What was the point of having promised the candidate that he or she could work from home on Fridays if you knew that this point would not be accepted by senior management in the end? People have expectations and accepting something and then changing their mind is rarely a winning strategy that pays off.

Recruitment is increasingly difficult and complex and if, despite your best efforts, you have positions that remain problematic to fill, do not hesitate to contact us in order to discuss your needs, without any obligation on your part. It will be our pleasure to discuss with you and answer all your questions.

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