by Rikka Brandon, February 2009
The interview was brilliant. Your candidate seemed excited and ready to become part of your team. Details were discussed almost as an after-thought. Everything was perfect. Or so you thought, until the prospective employee blind-sided you with a courteous decline. What happened? If you’ve discovered yourself in this position a time or two, it pays to take the time to evaluate all the nuances of your company’s hiring process.
Go back to the initial point of contact. Whether it was over the phone, in person, or even if the candidate met with someone else from your company, how was he or she treated? When most other things like compensation, benefits, and type of work are considered equal, little things like the friendliness of staff or energy in the work environment can easily tip the balance in favor of one job over another. This is crucial even during the initial screening phase when there may be a large pool of candidates. Who wouldn’t prefer the red carpet treatment versus the feeling of being one of the herd. In the same manner, cancelled or postponed interviews, dull interviews, and delayed hiring decisions leave a bad taste in the mouths of candidates with options. If they aren’t treated professionally early in the relationship, they certainly wouldn’t expect to be later. First impressions weigh in.
Lack of enthusiasm is another reason candidates decline. Recall the Cheers sitcom jingle… “You wanna go where everybody knows your name, and they’re always glad you came…” If candidates don’t feel your excitement to have them join you, why should they be excited? Have the company president or other senior executive make a personal and persuasive call to add their weight to the offer. And don’t just wing it, plan what to say, and even test it out on others involved in the hiring process to get their feedback. Sound ridiculous? Remember… it’s not playtime for talent, it’s often an all out war.
So maybe the offer was extended with aplomb, but the candidate still says nay. Then check out the offer itself. Did it propose any “wow” factors or other compelling features that would make the candidate feel important? Maybe you completely missed the target, and instead bombed with a deal breaker. Identifying the candidate’s priorities and turn-offs early in the process saves both parties’ time and energy. For instance, a cut in pay is a common deal breaker. For candidates with options, it’s critical to stay on top of current salary and bonus information. Working with a recruiter can be particularly helpful as they have ready access to information on salaries being paid by comparable companies. Also, Homefair.com offers a free salary calculator that factors in cost of living comparisons.
The other side of the coin then, is over-focus on pay without considering other factors like personal life. How many seemingly flawless job offers have been foiled due to a spouse’s refusal to relocate? Too many to count. Think about it. The spouse has probably never been to the new town, knows no one, has no job, and if there are children, would have to uproot them as well. How excited would any of us be? So, right from the start, the candidate’s family should be involved in the process, right down to paying the added expense of flying them all out and arranging for them to be educated about the town, its job opportunities, schools, etc. Inviting the spouse to lunch or coffee with people from the company also helps him or her feel more involved and comfortable with the potential life change.
As with most functions in business, the art of salesmanship during the hiring process helps ensure a bevy of talented employees in your ranks. How your organization interacts with candidates from the very first impression to the last goes a long way in determining how those individuals feel about your company. So even if one of those talented candidates gets away for reasons beyond your control, you still have their respect, which in turn improves your brand, your image, and may possibly land you other opportunities for referrals down the road.
