8 Tips to Make Sure Candidates Accept Your Job Offer

Pink background with black woman reaching out with a handshake for 8 Tips to Make Sure Candidates Accept Your Job Offer

Crafting a strong job offer is a crucial step in the hiring process that can greatly influence a candidate’s decision to accept a job offer. When attempting to secure top talent, it’s important to review your job offer to ensure that the right components and considerations are in place.  

A well-crafted offer not only outlines the compensation and benefits but also effectively communicates the overall value and potential growth opportunities that the role and the company can offer. It serves as a crucial tool for employers to showcase the unique advantages and opportunities available to the candidate, setting themselves apart from competitors in the job market.  

A strong job offer not only addresses the candidate’s professional needs and aspirations but also takes into account their personal preferences and work-life balance requirements. Putting forward a strong offer should be part of a carefully crafted empathetic and respectful recruiting process. 

By carefully considering the candidate’s motivations, aligning the offer with their expectations, and demonstrating a genuine interest in their success and well-being, employers can significantly increase the likelihood of a candidate accepting the job offer. In today’s competitive talent landscape, where candidates may have numerous options, investing time and effort into crafting a compelling job offer is paramount in attracting and securing the best talent for your organization. 

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Be Empathetic and Respectful in Your Recruiting Process

Look, the job hunt is rarely easy for anyone, and we’ve all been out there looking for our next role at one point or another. Most of us would probably avoid doing it anytime soon because we all connect with the feeling of waiting by the phone or refreshing your email to see if someone has responded to you.

So injecting some empathy for the job seeker who’s scheduling multiple interviews and fielding offers while holding down a full-time gig may go a long way to landing them.

Our own recent research revealed that recently unemployed full-time workers say they have applied to an average of around 30 jobs but have only received an average of 4 callbacks or responses that led to the next stage in the interview process. 55% of recently unemployed full-time workers say that they have looked for a job for so long that they are burnt out from job hunting.

And workers in Gen Z is really feeling it. Job seekers born between 1997 and 2012—as well as lower income jobs seekers—said their low self-confidence and inability to “interview well” being possible reasons for their continued unemployment.

Let’s Dig into Some Data

Before we look at essential tips to secure a job offer acceptance, first look at the data on why job offers are often rejected. A recent Glassdoor survey found that 19.4%—nearly one in five—job offers are turned down. After investing time and resources into sourcing, screening, and interviewing a candidate, it can be disheartening to get the rejection and start over.  

So why are candidates rejecting job offers? In a Hiring Sentiment Study performed by Martec Group, more than half of all rejected job offers are due to compensation, whether that’s accepting another offer or accepting a counteroffer from their current employer.  

The Hiring Sentiment Study shows a breakdown of reasons jobseekers cite as reasons an offer is often rejected:

  • Accepted Another Offer – 32% 
  • Compensation – 25% 
  • Took Counteroffer – 15% 
  • Lengthy Hiring Process – 11% 
  • Other – 6% 
  • No Rejection – 5% 
  • Limited Promotion or Career Pathing – 2% 
  • No Flexible Scheduling – 2% 
  • Inadequate or No Relocation Package – 2% 

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8 Essential Job Offer Tips

You’ve already gone through the work of sourcing and attracting your ideal candidate—now you’ll want to make sure you secure them with a job offer that they accept! 

  1. Conduct an Empathic and Inclusive Interview Process: From the initial screening to the final round, ensure your interview process is inclusive, respectful, and transparent. Candidates who feel valued and respected during interviews are more likely to accept your offer. Foster a positive candidate experience by offering timely feedback, clear communication, and a warm and welcoming atmosphere. 
  2. Showcase Your Company’s Values: While candidates certainly consider salary and benefits, many also take into consideration a company’s culture and values. Highlight your organization’s unique attributes during the interview process to help candidates envision themselves as part of your team. Showcase your company’s mission, work-life balance initiatives, professional development opportunities, flexible work schedule, team bonding activities, and any other perks that set you apart. 
  3. Offer Competitive Compensation Packages: Salary negotiations can make or break a job offer. Research industry standards and offer a competitive compensation package that aligns with the candidate’s experience and expertise. Be transparent about the salary range from the start, and consider offering additional benefits like healthcare coverage, retirement plans, flexible schedules, or remote work options to sweeten the deal.
  4. Craft a Customized Offer: Every candidate is unique, so take the time to create a customized offer tailored to their needs and aspirations. Discuss their career goals, personal preferences, and any concerns during the negotiation process. By addressing their individual needs, you demonstrate your commitment to their success and satisfaction within the organization.
  5. Provide Growth Opportunities: Top candidates are often looking for growth opportunities and a clear career path within their prospective employer. Outline potential growth trajectories during the interview process, emphasizing opportunities for promotions, professional development programs, and mentorship initiatives. Show candidates that joining your organization will be a steppingstone in their career journey.
  6. Talk About How You Support Your Workers: In today’s fast-paced world, work-life balance has become a significant factor in a candidate’s decision-making process. Highlight your organization’s commitment to work-life balance by discussing flexible working arrangements, paid time off policies, and employee wellness programs. Demonstrating your understanding and support for a healthy work-life balance can greatly influence a candidate’s decision to accept your offer.
  7. Communicate a Clear Vision: Articulate a clear vision for the future of your organization and how the candidate’s role will contribute to its success. Candidates want to be part of a company that has a strong vision and a roadmap for growth. By conveying a compelling vision, you inspire candidates and instill confidence in their decision to join your team.
  8. Conduct a Market Analysis: Be sure you keep up to date with market trends and expectations for your industry. Consider partnering with a talent solutions expert for a full consultation into competitive markets, industries, and skill types to equip you with a behind-the-scenes landscape of the current applicant pool. From salary rates to local talent’s certifications, clearances, and even competitor’s hiring trends, this consultation positions you to make more informed hiring decisions. 

Check Out Our Blog About Dos and Don’ts of Extending Jobs Offers to IT Candidates!

At Insight Global, we’ve connected the best talent to the right roles for companies of all sizes, in all industries, we have access to a pool of skilled experts who are ready for their next assignment.

We find, review, interview, and help you hire candidates based on your needs, having placed more than 50,000 hires in roles just last year. Contact us to help you get the talent you need.