At Searchplus, we believe in providing content that is useful and intriguing for both our clients and candidates. That is why we have created this blog. Here, we publish articles and news to keep you in loop with all the latest trend and announcements.


2 Main Reasons Why Candidates Turn Down Your Job Offer


Research from a leading  HR Consulting firm has found more than 42 per cent of potential candidates in China have turned down job offers for various reasons.


  1. Counter offers

The most common reason for rejecting job offers among the surveyed was counter offers. Most candidates would decline a job offer if another company gave them a better offer than what the current company offers them, bringing many HR managers back to square one.


  1. Slow hiring process

Another significant reason why candidates declined offers was a slow hiring process by the company. When this happens, candidates get access to other options and have more time to rethink their decisions before making the next move. A significant delay in feedback could be frustrating enough to make the potential employee turn down the job offer. From the candidate’s point of view, they would not have faith in the company anymore if they took too long to make the offer.


Other reasons cited included:

  • Candidates would reject an offer if they were doubtful of their position and the role in the company.
  • Candidates felt that the company location would be a reason to turn down the offer.
  • Candidates felt that without life/work balance provided by the offer would make them reject the offer.


Key solutions to ensure a reduction in the decline to job offers were found to be the identification of key selection criteria and mapping them with candidates’ aspiration, competitive salary, checking on candidate’s attitude and behaviour, among others.

“During the initial interview, the hiring manager should ask questions that will give you access to the candidates’ emotional motivators driving both their “go” and “stay” decisions with respect to work,” said ZW HR Consulting General Manager Joyce Jing. “Hiring managers should also keep in contact in with the candidates during the entire recruitment process to find out whether anything has changed (at work and at home) that could significantly affect the decision to leave their current employer and seek an alternative position.”

The survey’s findings have been drawn from the views of HR professionals from more than 1,500 organisations in China.

Author: Selina Gao, Plusser Blogger based in Manchester


Enjoyed this? Why not check out the full Plus blog?