Candidate’s Diary: 4 Good Reasons to Turn Down a Job Offer

A recent survey done by Gadgets now has shown that 28% of the job applicants turn down a job offer at Infosys.

In the larger picture, 28% may not seem like a staggering amount; also, considering they’re Infosys, they aren’t at a loss here. Or are they?

Wrong. Infosys, Microsoft, Facebook or even Google faces the brunt of talented applicants turning down their job offers. Regardless of the number of applicants battling out for glory, even one percent of refusal can mean disaster.

So why exactly are these candidates declining lucrative job offers? What’s going wrong?

As a millennial job applicant, there are several reasons why someone would turn down a job offer, no matter how impressive the amount he might be taking. To be honest, money takes the backseat most of the time, especially, if you’re thinking long term. A candidate is likely to mull over several other factors and reconsider his priorities, that’s just how it goes. This is the general trend amidst several job applicants.

So let’s get down to the root of it. Here are reasons why anyone would turn down a job offer:

The Work Culture 

No matter the sector of the industry, most millennial applicants want to do things creatively. For that, we need an energetic environment and a fresh mindset. We’re not just talking about the management’s approach towards the employees, but also that of our co-workers’. Irresponsible, lackluster and lazy co-workers are a huge put off. This is work we’re talking about. At the end of those ‘x’ amount of hours we’re putting in every day, we want it to amount to something. A team which is not driven, or which doesn’t reinvent the rulebook is boring. Also, the work culture and environment is a reflection of how the organization thinks and acts, and a company which isn’t eager to improvise and be flexible isn’t the right company for me to settle down.

Google is renowned for its vibrant work culture; they know exactly what their employees need to make their professional lives much more efficient. Not only are their employees assured that what they do amounts to something positive in the society, but they’re also rewarded spontaneously. Energy is also a constant plus; Google believes that work should be more of an activity rather than a task!

Negative Work-Life Balance 

Articles about overworking and its constant negative influence are circulating all across the internet. Job applicants these days, including myself, are extremely precautious about the amount of hours we’ll be putting in weekly. It plays a pivotal role in finalizing a job offer. The Guardian recently reported that shorter working weeks not only reduces health hazards, but they also increase general productivity. Countries like Germany and Norway are promoting shorter working weeks and it’s affecting their economies quite positively.

Job applicants know this; it’s a proven working method. Gone are the old age working practices, we want to amount to quality, not quantity. An organization which respects and inspires its people to focus on the quality is the organization which ends up attracting a lot of talent! Cutting down to the chase- We have a life apart from work and we’re extremely happy with it!

Faulty Recruitment Processes 

Yes, we agree that recruitment processes are hectic and complicated. However, some things are crystal clear. To start with, your job descriptions should be self-explanatory and accurate, confusing ‘JDs’ are the first clear sign of danger. Along with that, applicants expect thorough and stable communication after being shortlisted. Most organizations take too long to contact, some, don’t even revert back to announce the results of the interview round. Leaving any applicant hanging around is an indication that you treat us as just manpower, and not assets. Improper conduct, lethargy and hesitation, even if it’s your recruitment agency which is responsible for this, are enough signs to make an applicant reconsider his/her decision.

On Glassdoor, prospective applicants establish a dialogue with past employees. Their forums are a clear indication of the in-depth queries and doubts of an applicant regarding the organization in question. 29% of the applicants want to know about the recruitment process. A negative working or recruitment experience can hamper an organization’s chance of reeling in an excellent talent. People talk, be transparent. Prioritize, modify and implement your new recruitment process. It makes a huge difference!

You

An interview is scarily similar to a blind date. No one knows what to expect, it’s a nervous affair. Within the final slim pickings, you get very less time to establish the first impression.

When it comes to an interview, everything about the HR personnel matters. Starting from the way they initiate a conversation to them maintaining the flow of it, you want to be interviewed by a human, not a programmed robots. You feel relaxed when you know you’re allowed to stumble. After all, an interview is the first proof of working together under pressure. Yes, you have a part to play as well. You are representing the organization I’m interested in. If an applicant senses an irritated or intolerable vibe, be assured that he won’t consider you even if he got selected. If you expect candidates to be pumped about working for you, return the favor by being excited to interview them.

In an interview with Miles Jenning, CEO and cofounder of Recruiter.com, it was revealed that the initial conversation with the management plays a huge role in the applicant turning down a job offer. Negative experience with meeting the manager is something every professional would understand. If personalities clash, both the parties are in for a very awkward and stretched out the interview.

Do you think this was insightful? Avoid the things mentioned above and let us know how it went in the comments below!

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==============================================================Prashant is passionate about people building great businesses. As a Founder & CEO of Hexagon Search and RocketHire, he is focused on building India’s most data-driven recruitment solutions firm. Passionate about customer experience, transparency & company culture, his firm works with some of the world's leading and admired companies for their talent acquisition needs.