You have taken the time to search, interview, assess, check references, and then make an attractive job offer to your top candidate. You think you have done your best and there is no way the candidate will say no. How frustrating is it when the candidate comes back with a rejected job offer? Here are 5 reasons why your candidate rejected the job offer:

High-quality talent costs money. From the start, get an idea of the candidate’s expectations for compensation. If you’ve established expectations up front, you won’t have to wonder why the candidate rejected your offer further down the process. Make sure the compensation makes sense for both the candidate and your company. Take the time to research the market value of the position you are filling so you aren’t far off in your offer. You can be sure that candidates do their research on their market value as well and will know their value.

As the candidate is interviewing, they are forming their own perceptions of your company culture while interviewing with you and as they interact with other employees during the hiring process. If they feel they won’t fit in with the culture, they will likely reject the offer even if compensation and other benefits are attractive. Make sure culture fit is top of mind during the interview process and you won’t have a problem when it comes time to make an offer.

Any ambitious candidate wants to see opportunities for growth and career development in a new job. If the candidate doesn’t see a clear path for growth, it is likely they will reject your offer. Find out the candidate’s long-term career goals and then highlight how accepting your offer will help them achieve those goals. 

No one wants to sit in traffic every day for 2 hours to get to work. Many candidates think they can handle a long commute but then after making the trip to your office for a couple of in-person interviews, they start having second thoughts. Candidates will often look for jobs close to their home because the long commute is not sustainable in the long-term. 

A candidate that is actively looking for a new job will be interviewing and receiving offers from several companies. Any company can offer good compensation or benefits. Separate yourself from the pack by offering a unique onboarding process, a strong culture, career development opportunities, and non-monetary benefits. On the other side of the coin, counteroffers can be a thorn in your side. Counter offers can be tricky because offering more money or a new title can lead to a rejected job offer. It is interesting however, that 80% of candidates that accept counter offers from their current employers end up leaving after 6 months. Sell the candidate on your opportunity and the benefits of having a fresh start.

Need advice on how to make an offer that a candidate can’t refuse? Or maybe just a little bit of help? Connect with us and we’re happy to help!