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In today’s talent pool, it is often said that the pendulum has swung to the candidate’s side. The candidates seem to have the upper hand. The balance of power for the time being is on the candidate’s side. Employers must recognize this and position themselves accordingly to attract and retain top talent.

Key HR Statistics And Trends In 2024 – Forbes Advisor

Candidate’s lens

Candidates believe that there is a surplus of good jobs out there, and they have the luxury of shopping employers until they find the right fit. They feel that they have greater leverage and can be more selective. The things that candidates look for today are much different than that of the pre-Covid era. Follow the minds of the candidates and win over the competition.

Candidate’s wants

1. Challenging opportunity – one where the candidate is doing something different every day, one where they feel that they are part of something bigger, one where they feel that the organization is solving a problem or making the world better

2. Competitively paid opportunity (compensation and benefits) and a chance for increases over time

3. Growth opportunity – career development, provide a clear picture for advancement and show the company’s investment in training and development

4. Flexibility – work-life balance, demonstrate with stories how the company supports the balancing of everyone’s professional and personal commitments

5. Workplace flexibility – this generation of workers is looking for at a minimum a hybrid role and at a maximum a remote role. Some call this a revolution. Employers must embrace the change and find solutions that work for everyone

Deloitte Review Courting the candidate-customer (DR13_courting_the_candidate_customer2.pdf (deloitte.com)

First, understand that this should be a candidate-centric approach. The questions that should constantly be asked throughout the process – How would the candidate view this? How would the candidate feel about this?

Court candidates through the interview process by demonstrating good and frequent communication, providing feedback and timelines, and respecting the candidate’s time. This all develops trust. Mix up communication with phone conversations, emails, and texts. Don’t communicate using just one style. And make communication individualized. Do not mass email communication.

Keep in mind that candidates want to be part of a brand these days. Employers must showcase their brand during the process. They must differentiate themselves and have a compelling story as to why a candidate should go to work for them.

Candidates want to identify organizations that align with their values. The belief system of the employer should be similar to that of the candidates.

Workplace culture must be defined. Examples must be communicated. Employee testimonials help a great deal. Social media reviews come into play.

Demonstrate the company’s commitment to technology. This is very important to this generation.

In Summary

It is about developing a relationship and creating a workplace culture that people want to be a part of. If this is done correctly, good retention statistics follow and company growth and profitability flourish.

Market Update – Naples, FL

Market Update – Naples, FL

Market Update – Nashville, TN

Market Update – Nashville, TN

RecruitPlus Solution

RecruitPlus Solution

RecruitPlus Solution
Subscription-Based Recruitment (Site-Level)

What is RecruitPlus Solution:

RecruitPlus Solution, a Subscription-Based Recruitment model, helps organizations fill community/site-level property management roles at scale, reduce costs, and improve access to candidates in record time. The model’s fixed fee is typically billed at the corporate level and not at the property level by most organizations.

How it works: H Two National and the Client agree on a subscription plan for a term of one year. The subscription amount is paid monthly and gives the Client 2, 4, or 6 search engagements per year, depending on the plan. Each search engagement produces a current and relevant Mini-Salary Survey that aids the Client in the preparation of a competitive compensation package, and there is a 6-Month Guarantee on candidates placed.

Benefits:
Fixed Fee
Corporate Fee vs. Property-Level Fee
Candidate Placement Guarantee
Mini-Salary Survey
Increased Access to Qualified Candidates
Fast – Recruiting commences immediately, same day of search engagement
Discount on higher-level searches
Partnership/Relationship with Industry Specific Executive Search Firm

Plans:

Subscription 2.0
– 2 Search Engagements per year
– 6-Month Guarantee on candidates placed
– Mini-Salary Survey on each search engagement
– Discount on other Client higher-level searches throughout the subscription plan year

Subscription 4.0
– 4 Search Engagements per year
– 6-Month Guarantee on candidates placed
– Mini-Salary Survey on each search engagement
– Discount on other Client higher-level searches throughout the subscription plan year

Subscription 6.0
– 6 Search Engagements per year
– 6-Month Guarantee on candidates placed
– Mini-Salary Survey on each search engagement
– Discount on other Client higher-level searches throughout the subscription plan year

*Larger subscription plans are available upon request.

4 Common Reasons Candidates Decline Job Offers

4 Common Reasons Candidates Decline Job Offers

There are a variety of reasons why candidates decline job offers. This article touches on four of the most common reasons.

SALARY AND TOTAL COMPENSATION PACKAGE

Many times employers make an offer thinking that a reasonable increase in base salary is enough to attract an individual. While this is probably the most important component of an offer, it is not the only component and not the only one that a candidate looks at. There are many reasons to decline a job offer. Candidates look at an increase in base salary as a good starting point and a vote of confidence that an employer places value in them. They also look at bonus or incentive potential for additional earnings as well as benefits to include the traditional things such as medical, eye, dental, disability, life insurance, 401K, and vacation. Most candidates do not decline job offer due to salary alone but because the total package is a lateral move or step back when they take into account benefit premiums or co-pays that they might have to assume with a new employer. So employers and candidates must be on the same page when evaluating an offer. Sample Offer Letter (https://htwonational.com/wp-content/uploads/2022/02/OFFER_LETTER_SAMPLE.pdf)

COMPETITIVE OFFERS

Offers that are not competitive are also good reasons to decline a job offer. Many employers hope that they can attract an individual with a small increase with a pitch that responsibility and growth could be better with their organization. In most instances, candidates do not bite on this carrot and look for increases that are at or above the average increases in today’s talent market. Prior to the pandemic, a normal base salary increase may have been 5%-10%. Now post-pandemic, candidates are looking for increases in the 10%-20% range, and they are getting them.

MULTIPLE OFFERS AND COUNTEROFFERS

Then there is the situation that many employers must face, a candidate who receives multiple offers and/or a counteroffer. While a job offer might be good and competitive in their eyes, it misses the mark of being strong enough to attract or compete against other offers and employers who are willing to fight for strong candidates and go above the market rate for talent. The best reason to decline a job offer is that a candidate received a better one. Employers must put their best foot forward when drafting an offer with the thinking that they may not be the only bidder for a candidate.

FLEXIBLE WORK ARRANGEMENTS

And last but not least, another one of the personal reasons to decline a job offer is the workplace format. One of the first questions that candidates ask these days is – “Is the job in-office, hybrid, or virtual?” Again, post-pandemic times have generated new workforce thinking. Sometimes, it is a personal desire of the candidate to have a flexible workplace format, because they believe that they can be just as effective in a hybrid or virtual setup as in the office. Others have valid personal reasons for a hybrid or virtual setup such as a need to be available because they are a caregiver for a family member or need flexibility because of childcare needs.

H TWO NATIONAL IS SENSITIVE TO EMPLOYER’S CHALLENGES

Regardless of the reasons for candidates declining job offers today, employers must be competitive and flexible to attract top talent to staff their organizations and put themselves ahead of the competition.

LEARN MORE ABOUT JOB OFFER BEST PRACTICES

Related Article – Why Candidates Are Turning Down Your Job Offers (https://www.forbes.com/sites/rebeccaskilbeck/2019/05/19/why-your-job-offers-are-being-rejected/?sh=12e0091458c4)

Related Article – Evaluating Offers and Communicating with Employers (https://hls.harvard.edu/bernard-koteen-office-of-public-interest-advising/opia-job-search-toolkit/evaluating-offers-and-communicating-with-employers/)

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RecruitPlus Solution Subscription-Based Recruitment (Site-Level)

RecruitPlus Solution
Subscription-Based Recruitment (Site-Level)