For any employment agency, the challenge is to hire quality profiles, adapted to the customer’s request. Through efficient recruitment, the agency demonstrates its know-how and expertise while responding to the needs of its client and the expectations of the candidate. Only sometimes the candidate refuses the offer. So what are the reasons for this refusal, and how can the agency respond to this situation or reduce its frequency?
Why does a candidate refuse an offer?
The candidate may have several reasons for refusing an offer:
- Not available or too remote geographically. The position may be relevant, but if the candidate is already employed elsewhere or can not go to the workplace, he / she will be upset and the agency will have to start again.
- Not interested in employment or compensation. Suggesting a candidate an offer unrelated to his or her area of expertise or undervalued will result in a refusal and the candidate will have a poor image of the staffing agency;
- Bad experience with the company in question. The candidate may be called to work twice in the same place. But it may happen that he does not want to return to a company, if he did not like the atmosphere or the conditions of work, causing discomfort to the candidate.
How to reduce these refusals?
It is essential for the staffing agency to avoid that a candidate who meets the criteria refuses an offer because it has to look for another candidate and this lengthens the procedure. To do this, the staffing agency must maintain the availability of all its candidates, using specialized software such as PRIM Logix.
This type of software offers multiple possibilities. For example, the use of search criteria, for an efficient search for candidates corresponding to the required skills and qualifications of the position. This requires a thorough knowledge of the candidate and his profile, and the right information.
It is also possible to manage the preferences and bad experiences, both candidates and companies. By using a color code, the dispatcher easily distinguishes the preferences of each of the actors, thus avoiding assigning a candidate to a company when they have had a dispute.
All these options make it possible to reduce the length of the recruitment formalities by automating the procedures and contacts between the staffing agency and the candidate.
Conclusion
Finally, when a candidate refuses an offer, it is important to ask him why this refusal, to indicate it in comments on the file of the candidate and to try to find a solution or to pay more attention to the problematic criteria during the next recruitments.
In your experience, what are the reasons when a candidate refuses an offer?
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