As a recruiter, there are always instances where you believe that you have got the perfect candidate for a job role. However, this does not always translate into them taking the position, as several factors can work against a recruiter. Such factors can even crush a job opportunity after a candidate has been offered the role, something that is extremely frustrating for the recruiter. The first choice candidate could reject an opportunity for many reasons, some of which are outline below.
1) The candidate receives another job offer.
This is a common reason why a candidate may decide to turn down a job opportunity, even when they look perfect for the role. There is always the risk that another company may look to attract them to a different role, and in some cases, they opt for the other available choice to them. This can be because the other opportunity is closer to their location, or the other position may be offering them a higher salary or greater chance for progression, leading to the candidate being persuaded to join their team instead of the position being offered by the recruiter.
2) Current employer makes a counter offer they cannot refuse.
Another reason why a first choice candidate can sometimes change their mind on a position, even if they have accepted a job offer from them, can be if they have received a counter offer from their current employer. This often comes about when they inform their employer that they have accepted a position to move elsewhere, leading to the current employer offering improved terms, in an attempt to persuade them to stay. This can be in the form of a pay rise, or a promotion opportunity in the very near future. In some instances, this is enough to convince the candidate to stay put, thus rejecting the job opportunity that was on the table for them.
3) Candidate isn’t impressed with a company during interview.
A candidate may be sold on a company after doing some research on them, as well as listening to what they have been told by the recruiter regarding the company’s success and growth, but that can sometimes change when they go in for an interview. Despite being buoyant about a company before an interview, the way they are treated when they arrive can put off some candidates from progressing any further with their application. This can be in the form of the attitude of the hiring manager towards them, the behaviour of other employees, or simply the working environment that is portrayed to them. Therefore, it is often found, especially at the moment with the current candidate driven market, that the candidate has the decisive say.
4) The personal needs of the candidate have been neglected.
Finally, even though a monetary offer may be acceptable to them, other personal needs may not be met, leading to them ultimately rejecting the offer. Such needs could be that the family circumstances may not have been taken into consideration by the company, the work-life balance is not suitable for them, or there are not enough benefits or perks involved in a role. They may only consider a role if it includes a company car, and if that is not offered, then the offer could then be rejected. Therefore, it is important for an employer and recruiter to consider the overall needs of a candidate, not just the salary on offer, to ensure that their first choice is given no reason to reject the offer on the table.