5 Reasons Why Your Best Candidate Said, “No Thanks”

The race for the perfect recruit is on. As companies in the technology industry struggle to find the perfect combination of skills and characteristics in their ideal employee, the recruitment experience is growing more complex than ever.  

It’s not an employer’s market anymore.  

Tech specialists have their pick of countless new job opportunities today, which means they have the luxury of being able to choose the right work environment, the ideal title, and the best perks.  

In a world where candidates reject up to 50% of all job offers, it’s time for businesses to start thinking about how they can refine the hiring process, and improve their chances of attracting the perfect employee. Since the best way to improve is to learn from past mistakes, we’re going to look at 5 of the top reasons why your ideal applicant might say “no thanks” to your career opportunity.
 

1. The Recruitment Process Took Too Long

Tracking down the right team member is a huge challenge. You might spend months evaluating your business needs, working out which roles need to be filled the fastest, and thinking about how you’re going to advertise yourself.  

Unfortunately, the longer your recruitment process is, the more you could risk losing the attention and interest of your candidates. Remember, they’re on the hunt for the perfect job, which means they don’t have time to sit and wait months for an interview.  

Try to follow up with the individuals in your applicant pool that have the most potential as quickly as possible. Even if you simply send out a quick email telling them that they’ve made it to the “consideration stage”, you could reduce the chances that they go out and actively search for an alternative employer.  

When you’re struggling to fill the gaps in your company, it’s easy to forget that potential employees have deadlines to think about too. A lengthy recruitment process could make your candidates feel like you don’t respect their time, or even cause your organisation to appear disorganised. Consider working with a specialist salesforce.com recruitment agency to help streamline the process, and keep wasted time to a minimum.
 

2. Your Employer Brand Lacks Appeal 

Businesses often spend a lot of time worrying about how their brand looks to prospective customers. However, you might not spend as much effort thinking about how you look to future team members. Your “employer brand”, is how you highlight what it’s like to work with, or for your organisation. It involves everything from your reviews on individual hiring websites like Glassdoor, to the way your employees talk about your business online.  

Your existing staff can easily give away hints on what it’s like to be employed by your business. If they’re happy, then it’ll show in their social media posts and the way they interact with customers. On the other hand, if your hires are unhappy, then that will show too, in everything from high turnover rates, to grumpy teams.  

As brands grow more aware of things like “corporate culture“, technology experts are searching for careers that offer excellent salaries, room for growth, and a welcoming internal experience. Remember, every candidate you interview will be hoping to work with a team that provides happiness and satisfaction.
 

3. You Didn’t “Sell” The Opportunity Enough

Businesses often forget that interviews are a two-way street. While employers need to evaluate each applicant carefully and consider which factors are most important to their business, potential team members will also be thinking about how the role in question will satisfy their personal and professional needs.  

It’s not only the candidate that needs to sell themselves in a job interview but the business too. You need to show new people how they will be appreciated in your organisation, and what you’re going to do to give them an experience that couldn’t be matched by other businesses in your industry.  

A specialist recruitment agency can help you to craft a job description that appeals to your ideal employee, but it’s up to you to show off the best parts of your brand when the opportunity comes knocking. Think about interview body language, how you can highlight the potential for future growth, and what you’ll need to do to draw attention to employee perks.
 

4. There Aren’t Enough Opportunities for Development 

Growth is something that every recruit wants. While salary and work environment are important, it’s also crucial for businesses to think about how they can underline development opportunities for their job candidates.  

In a recent poll, 87% of millennials noted that advancement was critical to accepting a new role. When today’s employees are happy with the career progress available for them, they’re more likely to choose and stay with a company.  

On the other hand, a member of staff who feels like they’re stagnating in their role will be more likely to browse for alternate employment opportunities. That’s why it’s essential for growing organisations to assist team members with ways of improving their knowledge and skills.

If you demonstrate your potential new hire that there’s future in your company, then you’ll have a better chance of securing that all-important “yes”.
 

5. Problems with Remuneration and Benefits 

Finally, your salary and benefits package can go a long way towards deciding whether you’re going to secure the perfect applicant or not. While choosing a remuneration package can be a challenging experience for employers, it’s important to make sure that you select something that appeals to your ideal candidates, and compels them to join your team.  

Remember to think beyond the initial salary, and consider extra benefits like flexible working hours, remote working, and even medical or life insurance when you’re trying to earn the attention of technology talent.  

If you’re struggling, consider speaking to a recruitment group about the specific salary trends and requirements of your industry. These professionals could help you to pinpoint the benefits that put you one step ahead of the competition when hiring the best staff.  

 

About Resource on Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769 

Monogamy or Polygamy in Recruitment?

There are always going to be pros-and-cons about which is the best option for a business. Do you go down the road of having one Recruiter, or do you open your role up to all Recruiters who come knocking? Potentially opening the floodgates to a deluge of CVs! And whilst, it would be very easy to just weigh in and simply say monogamy is the best way forward.  I think it is only fair to justify why this is.  

Of course it makes sense for larger consulting companies to have a PSL, that hosts a range of agencies covering various niche areas. When overheads and client lists are huge and demanding, itSalesforce Recruitment makes sense to be able to call upon your PSL to fill roles quickly.  The benefit of utilising Salesforce recruitment agencies, such as Resource On Demand, has always been reducing cost and time to hire, and their ability to reach the best candidates in the market.

However, this is very rarely the case if the PSL uses multiple niche agencies for one industry or technology sector as the whole recruitment process can be convoluted by multiple CV submissions, not to mention multiple conversations to recruiters about the role, various recruiters calling for feedback and dealing with queries over candidate ownership. The recruitment agencies themselves probably feel less invested in working against other agencies, so the service becomes rushed and about who can deliver the fastest service, that you don’t end up getting the best candidate for the role, you get the first candidate.

And let’s consider for a moment the impact that multiple agencies working a role will have on a candidate. Time and time again, candidates are put off a client, if there is a long line of recruiters calling them.  For them, it feels like a rush to fill the role, and borders on desperation.  Candidates can often feel intimidated by recruiters into submitting a CV quickly, rather than have the recruiter take time with them to understand their needs and determine if it is the right match.

In order to provide balance on the whole argument of monogamy versus polygamy, let’s look at the real benefit to using multiple agencies. Put simply, the reach across the market sector and a combined pool of talent at your fingertips is attractive. And if you don’t mind having an army of administrators dealing with the issues mentioned above, then absolutely working with multiple Salesforce recruitment agencies can actually have it’s advantages.  But the sad reality is, that the loyalty by an agency can be hugely diminished if they are in a race against other agencies, and as a result their service delivery can suffer.

At Resource On Demand, we take our client partnerships very seriously. We want to take time to understand our client’s culture, their structure and how individuals will fit into the business. By doing so, we can provide a better quality of service to our clients insofar as matching candidates better to not just the role but also the company, and providing a better quality of service to the candidates. As a results, in situations where we have a monogamous relationship, staff retention rates are consistently at around 98%.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.