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How to Decline a Job Offer with Clarity and Confidence

05 Feb 2020


job seekers

How to Decline a Job Offer with Clarity and Confidence

The prodigious and perennial necessity of the current mob is the job. Everyone is working hard to get, secure to change his job to aggrandize a luxurious and comfortable life. Unemployment is a fathomable journey itself and to cope up with this lucid agony we all are trying hard to get a job. A favorable and reputed working position is the all-time dream of every job seeker to live his life free from all the chaos ranging from depression to financial crisis. However, sometimes job seekers reject some exceptionally good positions. A study has shown that most of the time employers used to think about some personal issues or anything else could be the reason for such rejection but employers must introspect them regarding the same because reason could be the toxic workplace, monopoly of organization staff, timing or safety issues, etc.

Here I am writing my perspective regarding this rejection which is faced by the companies by some candidates must resort to some improvements in the system. I am covering most of the rejection reasons by elucidating into some major points.

Toxic workplace / Environment

Top talent is very inquisitive about the organization they are going to work for. So, before joining the organization candidates used to take an insight into the work culture and environment inside the company. A conducive environment is one of the basic needs to get a good yield which can be inculcated by organizing some events, increasing the employee's comfort, and rigidity-flexibility by the organization's hand, etc. all these are generally based on the feedback given by the current employees or former employees. If there is any toxicity in the company is spotted or candidates found anything fishy in terms of anything they usually refuse to join.

Job type and growth factors

The job type is the most considerable factor for joining any organization. Everyone wants to secure a reputed profile and work. So, if the offered profile is not per the candidate’s desire they usually reject the offer. Salary is not the lone parameter for top talent to accept or reject any offer. Candidates select their employer meticulously by keenly observing the chances of enhancements in their skill-set. Some growth factors such as chances of promotion and increments, foreign exposures, skill enhancement events attract the candidates for joining the organization.

For example; you are assigning a hardcore coder the public relations department will lead to the rejection. On the other hand, hiring a coder and sending him to attend some coding workshops to our partner companies will give us a top candidate as our employee.

Job benefits

“Salary is not the only criteria because benefits and perks make an offer sweater”. Indeed salary is not the only exclusive criterion because in addition to the salary lot of companies provide some extra and lucrative advantages to their employees such as; health insurance, incentives, food, and accommodation, etc. which escalates the economy and the social status of the candidate. So, these factors positively attract the top talent for our company.

For example; you are hiring a candidate without giving him medical wages on the same salary will lead us to rejection, on the other hand, some extra benefits with comparatively low salaries are generally accepted by the job- seekers.

Bad interview experience

“The first impression is the last impression” not only a proverb but the reality exists around it. A study has revealed that around 64% of candidates believe that an interview is enough to judge the work culture and a lot about the company. As it is the first step in hiring so it must be satisfactory to both the employer and the candidate as well. Sometimes when we call a top talent for an interview then we somewhere manage the things in a hurry so that no one can offer them before. In this type of hurry sometimes candidates didn’t feel good and face some bad experience which generally drafts a bad impact on the candidates so they reject the offer. For avoiding such hustle and bustle we should keep it simple and to the point by asking critical questions. Sometimes candidates can also throw a question to you regarding the company, revenue, growth, and other factors so you must be ready for them too.

Organizational Structure

The structure of an organization is of utmost importance. In the current scenario, everyone wants to work with ease and comfort while some organizations have a complex structure wherein candidates have to report to more than one person and it hampers the work efficiency and also inoculates the chaos and mental stress to the candidates. Usually, candidates don’t want to work under such complex structures so they reject the job offer.

Company Reputation

The reputation of the company is a predominant and most impressive factor. A US-based study conducted by the MRI network has shown that more than 69% of candidates value the brand. Top talent wants to represent the top brands so the chances of joining a newly established company with no prior market build-up by a top talent are rare. In contrast, some of the top candidates desperately want to join such ventures not only to showcase their capabilities but also to get rapid growth with the company. The reputation of an organization is judged by employee referrals, company revenue, their Glassdoor or any similar account.

Long hiring process

From application to short-listing and interview to hiring consume too much time. Although choosing the best candidate require some time but consuming around a month after the interview may lead to frustration in candidates. In case of job change candidates it can be “OK” but waiting for a month after the interview is not bearable for the fresher’s so they used to opt for other available options and reject our job proposal after joining.

Pressure to accept

In a hurry to hire top talent before anyone else resorts a compulsive pressure. In such conditions, we generally ask the candidates to join as soon as possible. We want the answer within a day or two without understanding the intricacies associated with the candidate of our choice because sometimes they have to relocate for joining as well. In such cases putting this pressure on the candidates leads us to the rejection.

Found better salary and benefits somewhere else

The cooperative world is an open sea. All the organizations want to hire a top talent so pitching a strong offer plays a vital role. Our low ball offer can sketch an image of undervaluing the candidate’s skills if he gets a better counter-offer from the competitive organization. In such cases candidate instantly reject the job offer.

Location & work schedule

In the current modernized and luxurious era, we always avoid traveling and urban sprawl is the latest example of this. We want to join the organization located nearby our residence or at the place where we used to travel less because most of the people want to change their current jobs just because they have to spend more than 4 hours in traveling which is a handsome amount of time can be utilized in many other works as well. In addition to this, the working schedule and job timing also affects the job offer acceptance percentage.

For example; 5 days working schedule is always preferred on 6 days on the other hand 9-5 working is avoided over 10-5 working schedules.

Lack of feedback system

Communication is a basic requirement to improve the societal and cooperative image of our organization. Hiring is two-way communication so is we call a candidate for multiple rounds of interviews and didn’t take proper follow-up they used to move out of our offer. Asking for the interview’s feedback can also be a factor of joining because if we ask the candidates about their interview feedback they feel positive about the organization and think about joining.

Acceptance or rejection of a job offer is directly proportional to the reputation, brand value and work culture of the organization. However, judging an organization after an interview is not also easy and good especially when candidates never get prior communication with the organization. So, candidates explore the company website, revenue, and growth of the company, some job portals, and some review websites along with some feedback from former employees. These factors are enough to make up the mind whether to accept the job offer or not. Similarly, by creating some improvements in the aforementioned points we can attract the top talent to work for our organization.

We hope it will help you. Let us know about your queries and feedback by commenting below.

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