Rejected Offer? It’s Time to Assess your Candidate Experience.

By: Susan Schlink


You spent weeks coming up with a great job description, months interviewing candidates, and finally – you found the absolute perfect candidate. You spent hours finalizing their offer, maybe even ordered their welcome kit. All this just to find out they rejected your offer. What? Why did this happen? How did this happen?

Candidates are watching your company’s every move from the moment they apply. Take a long time to schedule an interview? It gets noted. Maybe run late on the day of the interview? It gets noted. From day 1 it’s go time because every interaction, every conversation, every step of the interview process will fall somewhere on their pros and cons list.

The candidate experience during an interview process can make or break their perception of your organization. If you’ve found “the one” – the candidate who checks all of the boxes, will enhance your culture, take it to the next level – it’s more than okay to go the extra mile to ensure they have a great interview experience. This isn’t to say that you should pull out all the stops and paint an inaccurate picture of your organization. Rather, consider the simple things you can improve to make your interview process smoother.

Here are 5 areas to assess when evaluating the experience of your interview process:

  1. Once a candidate applies, how long does it take for them to hear from you? Is there some sort of an automated email that can give them some additional information in the meantime?
  2. When you schedule the initial interview, is it clear who they’ll meet? What to bring? Where to go once they arrive – even where to park? If it’s not an in-person meeting, is it clear how to join the virtual meeting or who is calling whom on the phone?
  3. What about the experience when they walk in the door – are they greeted by someone, escorted to the conference room, offered a refreshment?
  4. Following the initial interview, how long does it take for a candidate to receive feedback and be given clear next steps?
  5. Speaking of next steps, how many steps are there? Will they have so many 1:1 interviews that it stretches over weeks, maybe months, or can some be condensed into panel interviews?

It is quite common for hiring managers to wait 2-3 weeks to schedule a follow up interview, only for the candidate to withdraw. Instead of dragging the process out, why not schedule a follow up interview on the spot? If that’s not plausible, aim for shortly after the interview – ideally within 24 hours. In this job market it may be in your best interest lean to the proactive side.

Crafting a candidate experience that makes a prospective employee excited about your organization is one of the best ways to attract top talent. However, even if you have the best candidate experience, you may still end up losing that perfect candidate. Why? You didn’t collect all of the relevant information.

We at Titus Talent continually do temperature checks with candidates to get a gauge of salary, benefits, and even cultural, management, and career growth goals as they’re considering a career change. It’s important to keep conversations like these open and flowing so that everyone is aligned. That way, there are no surprises for you or your candidate when you’ve extended an offer.

If you’d like to chat more about your candidate experience and ways to streamline your process to avoid losing that top candidate, click the button below!

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