Why a candidate might turn down your offer…

A good interview isn’t just down to the candidate, the hiring manager also needs to conduct a good interview that would make the candidate accept the role. Below are a few interview red flags that could leave someone saying, “Thanks, but no thanks” to your job offer.

• Negativity

Everyone has a bad day, it’s usual and can be recognised and appreciated. However, bad-mouthing the company, your workload or other employees suggests morale is low and the candidate doesn’t want to walk in to a new office believing it is a negative environment. If a candidate thinks you don’t enjoy your job, why would they come on board?

• Questioning technique

We’ve all been in an interview when the hiring manager has asked us “dead or alive, which three celebrities would you invite to a dinner party?” this is usually a technique to establish the candidates personality and interests, which are important. But using these in excess can be seen as a waste of time. Focus on situational questions that are relevant to the prospective job up for grabs.

• Too Much Talking

A conversational interview is nice, and allows the candidate to know that you get on with them. But if they can’t get a word in edgeways then how can they show you that they have the relevant skills for the job? It could be extremely off-putting for them as they might then walk away not believing in their own ability to do the job if their abilities haven’t been properly assessed.

• You Talk Too Little

The flip-side of too much talking is that you don’t give the candidate full answers to their questions. A good candidate will come prepared and will ask questions surrounding topics such as; office/team culture, a typical day in the role and company progression. The candidate expects solid, well-thought out answers which will help them determine if your goals and values align.

• Company Culture is Important

We spend the majority of our time at work, the candidate needs to be assured that they will be in a fun and positive environment. Yes an on-site gym, bar or canteen are nice perks to have but aren’t essential. Talk about the people and how they interact with each other. Do you have team lunches? Do you have a drink after work on a Friday? And how are employees rewarded for doing a great job?

• Be Prepared

If a candidate has had time to prepare for an interview then you should do the same. Everyone can be busy but there’s no real excuse for expecting a candidate to sit and wait for half an hour in your reception area because you’re not ready for them. Or reading through their CV in front of them for the first time. Be prepared, just as you expect them to be; show a level of professionalism and organisation.

With all this said, it does take effort from both sides for an interview to run in a successful manner. However, the majority of recruiters focus on why a candidate won’t be successful in an interview, rather than why they might turn it down. This is something that should be considered.