Nearly half (42%) of potential candidates in China turned down job offers for various reasons, including counteroffers, according to data from ZW HR Consulting, a Chinese mid-senior level staffing solutions and talent management services provider.
The most common reason for rejecting job offers among the surveyed was counter offers. Most candidates would decline a job offer, if another company gave them a better offer than what the current company offers them.
Another reason candidates declined offers was a slow hiring process by the company. When this happens, candidates get access to other options and have more time to rethink their decisions before making the next move. According to the research, from the candidate’s point of view, they would not have faith in the company anymore if they took too long to make the offer.
Other reasons for turning down offers included being doubtful of their position and the role in the company; company location; and lack of work and life balance.
“It is more prevalent in the job market these days that candidate will initially receive an invitation for an interview from a Hiring Manager, go through either an on-site or Web-based interview, and then, nothing,” Frank Yu, Chairman of ZW HR Consulting, said. “Two, three, four weeks later (or more) candidates hear back from the company that they’re ready to hire him. Unfortunately, candidate has accepted another position in another company for whatever varying reason.”
The research showed that key solutions to ensure a reduction in the decline of job offers was found to be in the identification of key selection criteria and mapping them with candidates’ aspiration, competitive salary, checking on candidate’s attitude and behaviour, among others.
“During the initial interview, the hiring manager should ask questions that will give you access to the candidates’ emotional motivators driving both their “go” and “stay” decisions with respect to work,” ZW HR Consulting General Manager Joyce Jing, said. “Hiring managers should also keep in contact with candidates during the entire recruitment process to find out whether anything has changed that could significantly affect the decision to leave their current employer and seek an alternative position.”
The data was collected from the views of HR professionals of more than 1,500 organisations in China.