I’ve declined offers because they asked me the salary range I was looking for, then low ball the offer. After I declined, they offered what I initially asked for. I gladly declined.
Compensation is not clearly outlined, no chemistry between candidate and hiring manager (something is off) interviewer was unprepared and kept asking the same questions.
Hi Brianna, I had 2 offers declined this month, and I have 2 other pending offers that are most likely to be declined. I don't know what I am doing wrong. I always close them on money, I am very meticulous and detail oriented when it comes to salary expectations, location and interest. I do my best, fast reference checking, I am present on my candidate's life, trying to be fast, make them feel special. Is there something I could do to stop having declined offers?
I am a candidate, and it is really not about the recruiter. No matter how well you treat me, it all goes down to the company benefits, compensation, and contents of work. It sucks, and I feel for the recruiter. I recently declined an offer that I had spent so much time on, so does the recruiter. The less time the company spends to evaluate the candidate, the less chance for candidates like me finding greener pastures.
In addition to Sleepdeprived9181, I (a former candidate) would add: 1. The recruiting company must be on their best behavior. 2. Phone interviews should be as much listening as talking. 3. If a candidate is invited onsite: a. Make certain your lawn and exterior landscaping is in impeccable, your lobby is clean, furniture is new and comfortable, walls are painted, ceiling is free of water stains, etc. First impressions matter b. Personally meet them at the door on time and in proper presentation. Don't send a secretary to greet a VP candidate. c. Never leave the candidate alone while you search for the next interviewer, or for whatever reason. d. Require every interviewer to turn off their phone & computer. The interviewer's attention should be wholly on the candidate. e. The interviewer must sell the company honestly, clearly, and without innuendo/offhand comments. If your interviewer doesn't like their job, then don't put a candidate in front of them. 1. HR should be rehearsing interviewer with interview staffs. 2. The interviewers, with HR at their sides, should have a tailored list of answers that are pertinent to the candidate once the candidates' key selling points are known. 3. The interviewers, HR, and the company management must be in alignment. I had a personal experience wherein I negotiated an offer with a VP only to be told by a clerk that the VP didn't have the power to negotiate those terms. This was a Big Red Flag. Rather than contacting the VP, I turned down their offer. f. 4. Complete the interview on the day. Have your act together. Have your interviewers lined up and on schedule. Never, never ask a candidate to return a 2nd day for more interviews. 5. Get back to the candidate within 2 days. Treat every candidate with priority and urgency, but in a professional manner. a. If a company is rejecting a candidate, be transparent why, and make certain your reasons are legal! b. If a candidate turns down an offer, ask the candidate why. Its their choice whether to be honest with you out of fear of, say, retaliation by a rogue interviewer. 6. After a candidate accepts, don't go radio silent until their Day #1. Stay in touch, see if they're entertaining other offers, and let them know that you're excited to see them. 7. The interview doesn't end with Day #1. Constantly review your company's culture, reasons of departing employees, tracking & trending departures by manager/department, keeping current with benefits/salary/training. And that's enough for now.
I’ve declined offers because they asked me the salary range I was looking for, then low ball the offer. After I declined, they offered what I initially asked for. I gladly declined.
Just found your channel by accident!!
Welcome. I am happy to have you here. Let me know if there are any topics you would like me to cover.
I recently turned down a job offer because the company was unwilling to offer more money in exchange for not wanting their group medical coverage.
Thanks for sharing, Vernon. This helps recruiters understand motivators.
New subscriber. Thanks for your time and information. I enjoyed this.
40 to 50 hours per week of work is more than enough!
Compensation is not clearly outlined, no chemistry between candidate and hiring manager (something is off) interviewer was unprepared and kept asking the same questions.
Hi Brianna,
I had 2 offers declined this month, and I have 2 other pending offers that are most likely to be declined. I don't know what I am doing wrong. I always close them on money, I am very meticulous and detail oriented when it comes to salary expectations, location and interest. I do my best, fast reference checking, I am present on my candidate's life, trying to be fast, make them feel special. Is there something I could do to stop having declined offers?
I am a candidate, and it is really not about the recruiter. No matter how well you treat me, it all goes down to the company benefits, compensation, and contents of work. It sucks, and I feel for the recruiter. I recently declined an offer that I had spent so much time on, so does the recruiter. The less time the company spends to evaluate the candidate, the less chance for candidates like me finding greener pastures.
In addition to Sleepdeprived9181, I (a former candidate) would add:
1. The recruiting company must be on their best behavior.
2. Phone interviews should be as much listening as talking.
3. If a candidate is invited onsite:
a. Make certain your lawn and exterior landscaping is in impeccable, your lobby is clean, furniture is new and comfortable, walls are painted, ceiling is free of water stains, etc. First impressions matter
b. Personally meet them at the door on time and in proper presentation. Don't send a secretary to greet a VP candidate.
c. Never leave the candidate alone while you search for the next interviewer, or for whatever reason.
d. Require every interviewer to turn off their phone & computer. The interviewer's attention should be wholly on the candidate.
e. The interviewer must sell the company honestly, clearly, and without innuendo/offhand comments. If your interviewer doesn't like their job, then don't put a candidate in front of them.
1. HR should be rehearsing interviewer with interview staffs.
2. The interviewers, with HR at their sides, should have a tailored list of answers that are pertinent to the candidate once the candidates' key selling points are known.
3. The interviewers, HR, and the company management must be in alignment. I had a personal experience wherein I negotiated an offer with a VP only to be told by a clerk that the VP didn't have the power to negotiate those terms. This was a Big Red Flag. Rather than contacting the VP, I turned down their offer.
f.
4. Complete the interview on the day. Have your act together. Have your interviewers lined up and on schedule. Never, never ask a candidate to return a 2nd day for more interviews.
5. Get back to the candidate within 2 days. Treat every candidate with priority and urgency, but in a professional manner.
a. If a company is rejecting a candidate, be transparent why, and make certain your reasons are legal!
b. If a candidate turns down an offer, ask the candidate why. Its their choice whether to be honest with you out of fear of, say, retaliation by a rogue interviewer.
6. After a candidate accepts, don't go radio silent until their Day #1. Stay in touch, see if they're entertaining other offers, and let them know that you're excited to see them.
7. The interview doesn't end with Day #1. Constantly review your company's culture, reasons of departing employees, tracking & trending departures by manager/department, keeping current with benefits/salary/training.
And that's enough for now.
Great video
Awesome. Thanks for the info.