The transition from in-person interviews to phone or remote video interviews has been a challenge for all. It’s not the same. There is something missing. The lack of face-to-face interaction can cause communication miscues and create somewhat of a disconnect. It has made it more difficult for interviewers to effectively engage candidates and sell them on the organization.
Interviewing over the phone or remotely doesn’t allow candidates to experience the office culture or workplace benefits one would normally see on a company tour. As a result, the candidate experience is lacking from what it could be. This has led to an increase in the number of candidates who are turning down employers after a remote job interview. Some are even ghosting employers completely.
HIRE BETTER TODAY
Why Do Candidates Turn Down Job Offers?
When a candidate turns down an offer, most people’s first thought is the money wasn’t right. But that’s not the case. In the COVID era, candidates are facing a unique situation. It has caused them to give some serious thought to the type of employer they want to work for. It’s about more than money. Here are some of the main reasons candidates are turning down your job offer:
- Poor interview experience: Meeting over a computer takes away some of the real-life job interview experience. Things like rescheduling interviews, tech issues, and being late can leave a poor impression on the candidate.
- Signs of a poor culture: How you present the company, even remotely, matters. If the work seems monotonous and there is not a lot to get excited about, candidates won’t want to move forward.
- Lack of flexibility: Candidates view flexibility as one of the most important traits a company can offer. If your company is too rigid in its expectations and operations, it could cause people to disengage after the interview.
- Trouble envisioning them working for your company: It’s hard for candidates to envision themselves working at your company when they can’t physically be in the space, see their work area and meet fellow employees.
3 Tips to Prevent Candidates From Turning You Down
Remote interviewing is not easy. It has its flaws, but it’s what you have to work with right now. There are some ways to prevent candidates from disengaging. They include:
- Having a unique company mission: Be different. Be clear that how you and your company operate is different from competitors in your industry.
- Have a fun remote interview approach: The standard set of interview questions just won’t cut it. Recognize the odd predicament remote interviews creates. Treat the interview as more of a conversation and look for other fun ways to make the encounter more engaging.
- Get more people involved in the interview process: Get more people involved in remote interviews. Have candidates meet employees they would work with. A simple introduction will give candidates a better sense of the company and its culture.
Get More Job Interview Strategies From Our Recruiting Blog
5 Tricks to Keep Job Interviews on Track
5 Terrible Remote Employee Management Tactics That Harm Employees (& Your Bottom Line)
Should You Hire a “Director of Remote Work”?
IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. Click here to view current job openings and to register with us.
