Job Offer Acceptance: 4 Ways to Win More Candidates

Job Offer Acceptance
Job Offer Acceptance

How to Accept a Job Offer: 4 Ways to Win More Candidates

With time, it is becoming difficult for businesses to find hires that perfectly fit their expectations and company culture. Moreover, candidates are ghosting recruiters and vice versa, worsening the situation. Due to this, organizations have started tracking their job offer acceptance rate and finding ways to simplify the hiring process to improve their acceptance rate. If you stand in a situation where it is difficult to grab candidates and turn them into employees, here are four simple steps for your assistance.


1. Be Transparent

Being open about how the entire recruitment process works in your organization is extremely important. Some companies take weeks to select a candidate, while some organizations have a recruiting process that lasts up to months. Candidates should always be aware of how long their interview process might last because if they don’t receive accurate communication from your side, they will think they have been rejected. You are better than leaving someone hanging without any expectations!


Set auto-responses to tell candidates when they can expect a reply from your side. And if you have decided to go with a candidate for the job role, explain the further recruitment process. For example, if you have four rounds of interviews, communicate this to them so they don’t have to keep wondering what and when the next task is coming up.

 

Apart from the interview process, also be transparent about other essential things like salary range, insurance plans, paid leaves, and retirement contributions. These things are equally necessary for candidates as they can weigh their options accordingly. Once their expectations match your offer, you might get your potential employee right then and there. Even if your offer won’t meet their expectations, no worries, at least they will have something positive to say about your transparent hiring approach!


2. Provide an Exceptional Candidate Experience

Candidate experience starts even before the job seeker applies to the job role. In fact, an individual will create an impression of your organization in their mind the moment they read the job description & specifications. Hence, you need to keep your job descriptions extremely comprehensive and detailed. The job application process should be easy to finish as 88.7% of the seekers won’t complete the application if there are more than 45 questions.


Everything adds up to the candidate's experience. So, ensure you provide a great candidate experience by making the applications shorter and allowing auto-fill responses for their resume detail. Monitor the employer/job board sites like Indeed or Glassdoor to track all the reviews you receive from candidates. Notice if there is any pattern in their ratings and comments regarding your hiring process. Implement their complaints in your recruitment model to make it better.


3. Clear Their Salary Expectations Early

It is a huge disappointment to get the perfect candidate and have them clear multiple interview rounds, but when you reach the end of the recruitment cycle, you realize that their salary expectations don’t align with the salary you are giving. And this gets more problematic when they already have competitive offers in their hand. That’s why it is important to clear the salary expectations in the initial stage.

 

If the prospect is excellent, but your salary band is lower, sit with the HR team and discuss your concerns. See where you can make adjustments and if you can’t find a solution discuss with the candidate what it would take to get them on board. This makes the candidate feel valued and increases your chance of getting them to sign the offer letter!


4. Be Quick in Presenting a Strong Job Offer

If the candidate is actively looking for a job, it is evident that they must have applied at multiple places. And if they are really capable, they might even have a few job offers in their hand at the moment. You certainly don't want to lose that potential prospect simply because you were late for a day or two to approach them with your offer letter.

 

Call the candidate as soon as they are selected for the role. To enhance a prospect's experience during your organization's recruitment cycle, don't pressure the candidate to accept your offer on the spot. At least give them a few days to think, especially when they would have to relocate.


Moreover, once you decide to extend a formal job offer letter, make sure you call them and show your gratitude. For example, let the applicant know you appreciate their time and patience. Tell them your entire team is happy to extend the job offer. Revise the company culture and include how your work environment can align with their future growth and goals. Review everything being offered– benefits, salary, paid leaves, working days, and work options. Discuss their expected joining date if they are willing to accept the offer and give them a few days to think about it.


Understand What Does and Doesn’t Work

Implementing the perfect recruitment process that works for everyone is a huge game of trial and error. Initially, finding and sticking to a definite process will take time and effort. But as time passes and you keep tracking your offer acceptance rate with other metrics like candidate experience and reviews, you will be able to fine-tune the process!


Author Bio: 

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager for Jobsoid – Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in the field of HR enable her to create value-driven content for her readers – both on Jobsoid’s blog and other guest blogs where she publishes content regularly.

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