I’m pretty confident that I can find my way around even the most elaborate (or occasionally ill conceived) recruitment process. That said, however good I may think I am at managing the process, for one reason or another, a proportion of offers don't get accepted.
Typically, our conversion rate is around 80%, although during the post pandemic hiring frenzy, where candidates were regularly getting two or three offers, it fell to 70%.
Never however, has it been 100%. That is, until now.
For the financial year to the end of March, (in fact the fifth consecutive quarter) we've had 100% acceptance.
So none of our clients have missed out on their preferred candidate. Nor has any candidate received an offer they found to be unsatisfactory.
As we all know, last year was not a bumper year, but nonetheless it got me thinking about what could be driving this? Could it be that I’ve finally learned how to do my job properly? Maybe. Or could it be:
· Fewer people have multiple offers to choose from?
· Fewer counteroffers?
· Less appetite from candidates to accept them?
· Employers have recognised that making offers below market rate achieves less for the bottom line, than making people feel valued?
· Or something else?
Whatever it is, the key takeaways are that:
Working with a recruiter who understands the market and prioritises aligning candidate interests and expectations to each specific vacancy, will lead to greater efficiency and better outcomes for all parties.
If you are making offers that aren’t being accepted, or if you are looking for a new opportunity specifically aligned to your requirements, please get in touch today.
