Why candidates reject?

Excellent growth opportunities along with good packages but candidates are not interested. Yeah! I am interested, I will be there, but no candidates attend for interview. Ok, I want to have telephonic interview with manager, but not picking the call. We have openings to be filled; can you send me your updated profile? Sure, but no response. Mass mailing, but not a single email received. Being a recruiter, everyone has faced all this problems. There are more chances of rejection when companies itself take care of requirements. So, they prefer consultants. It is believed that for every single company, at least 10 recruitment agencies exist.

 How about more than 25k companies? Are they really fill the positions and in given time? Answer is definitely “no” but sometimes “yes” and not always, confused!

If these are the most common experience faced by recruiters, and there are also situations where candidates attend interview, pass the interview but reject the offer. Every approach; talk, email, reference, requires smooth way of approaching candidates and follow up. Short methods like mass mailing without communication and repeatedly sending mail are dumped to spam by candidates. Qualified candidates always prefer talk before face to face discussion. 

Look for what candidates prefer and how to convince.

Candidates reject because of following reason
• Thinking negative – tough question and rejection
• Too much of rounds
• Low salary
• Poor infrastructure
• Uncomfortable work place
• Long Distance
• Bad Reputation
• Uncomfortable timing
• Discrimination - language, people, religion
• Strict Email, rough talk, conditions apply etc
• Past employees left the job within 1 year (candidates will check on LinkedIn)

Before calling candidates for interviews, make sure you have researched the profiles suitable for the position. If he is passive candidate, you require strong convincing skills to approach them, and it is time consuming. Talk to them as if you have selected right person, truly, so that he feels positive and comfortable talking to you. If you talk too speed and in very short duration, candidates may think you have selected wrong profile and they end the call giving false reason. Also, don’t force to them to reach on time. Just mention the interview time on email. If the candidate is not comfortable, ask them the convenient time so that the both parties are comfortable for discussion. Treat candidates as an employee not as a student. 

Strictly behaving with them will lose your identity, and the company will get blacklisted by external employees and job seekers. Be straight forward, if not qualified, tell them directly that we require such a skills, so and so. But be aware before face to face discussion, you research profiles followed by telephonic talk so that you won’t waste time calling for unqualified candidates and spoil your reputation. Candidates once attended interview and rejected will never come back for the same in the future. So, target candidates of required skills and their interest.