Reasons your top candidate turned down your job offer

As a recruiter, you post jobs online in he hopes that qualified candidates will rush in, eager to fill in the position. However, it is like a slap in the face when your op candidate kindly declines your offer. As an employer, i is important to understand that your recruiting process is as important as your candidate’s survey and interview answers are to you. When it comes to finding the right candidate, here are a few mistakes hat could cause hem o refuse your offer:


Many times, job descriptions are unclear and fail to truly present the position as it truly is. In order to avoid these kinds of disappointments, it is important for recruiters to make sure hey write proper job descriptions. This means, presenting a detailed description of he tasks and responsibilities the candidates will have o fulfill, the working hours, he millstones ha should be reached and more.


Keep in mind hat work-life balance is one of the top things to consider when planing on hiring a new candidate. Employees, no matter how dedicated and hard-working they may be, will always have a life outside of the office. They have passions, hobbies and people they care about. It is important that you make sure that this position allows them to live this life outside of the office.

Related: 4 Best ways too juggle work and life



If a candidate is applying for this position, they are probably also applying elsewhere to maximize their chances of finding he perfect job. This means that they will find themselves comparing the benefits in order to pick the best option for them.


You either took too long to follow-up, did not offer an easy application process or simply provided a poorly detailed job description. Your recruiting process should make your candidates excited about the idea of working for you. Make sure you make it as easy and simple as possible.

Also read:

5 Tips recruiters can use to attract better candidates


Word of mouth goes a long way. If employees who have worked for you before or current employees keep giving negative feedback about your company or your way of doing business, it will definitely affect the way candidates feel about working for you.

As much as you might hate having your offer turned down, you should take he time to identify the reasons why it happened. As much as you will feel like taking his personally, don’t. Find ways to make the position more appealing to other great candidates and move on.

Ann-Sophie Ovile, Writer, Shortstints

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5 tips to make sure you hire the right person

We do not always have the guarantee that we are hiring the right employees. We might have a good impression of a candidate during an interview, only to realize after a few weeks that they were not the right fit. Here are 5 tips that will help you gain better discernment and hire the right candidate.

Write a clear job description

Writing a clear job description increases your chances of attracting the right people. Some companies write detailed descriptions with long lists of responsibilities and requirements, but a study by researchers in the United States and Canada found that this can actually alienate qualified employees, the Wall Street Journal reported. Go straight to the point when writing a job description. Make sure it is not too serious but add a fun twist that will showcase your personality. People like having an idea of who they will work for through the job application process.


Check social media profiles

Checking your candidate’s social media profile can give you a good idea of their personality and values. This will give you insights on things you cannot notice or verify during a single interview. Check for them on social media and do not be afraid to do a little stalking.

Prepare your interviews

A study by LEADERSHIP IQ found that failures exhibited by new employees may result from flawed interview processes. 82% of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked confidence in their interviewing abilities to pay attention to red flags candidates exhibited during the interview process. Take the time to prepare your questions based on what will be expected from the employee. Also list some red flags that you will need to pay attention too. Make sure you have this list in front of you during the interview. Do not schedule an interview between two important meetings. Make sure you have an extra hour before to get ready and review your questions and an extra hour after in case the interview lasts longer than what you had expected.

Let the candidate interview you

When candidates have a chance to ask questions, it is easier to get a clear idea of what they are expecting. It will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them.

Pay attention to go-getters

Pay attention to people who go out of their way to get the job. These people will try to meet with you in order to simply make eye contact and talk. These are the people who might not have much experience but who will make sure you realize that they will do whatever is in their power to learn the skills they need to learn for the job. Do not ignore these kind of people. They end up making wonderful employees.

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5 tips to write better job descriptions

Writing a good job description is one of the keys to attracting the right employees. The recruiting process can be both time consuming and draining. This is why it is so important to make sure we are not overdoing things. Here are 5 tips to help you write better job descriptions

Write relevant responsibilities

Through the list of responsibilities, candidates need to have a clear idea of what they will be doing. For example, it is not enough to write:

  • Report writing

But instead, you could post something like this:

  • The candidate will need to travel to different sites and write a detailed report of events. He/she may be required to provide pictures (a camera will be provided). The reports will be due 3 days after the event and will need to be submitted to his/her direct supervisor.

This way, the candidate will feel like there are no blurred spots and that he knows exactly what he is getting into.

Explain your values

The candidate needs to be able to relate to the company values and culture in order to create a sense of belonging. Your candidate needs to know about the environment where they will be working. Some companies think that it is not relevant to talk about company values in the job description but this could not be more false. When a candidate applies for a job, he applies for the whole company, its ways of seeing things, its mission and vision. If your business is environmentally friendly, feature that. If your corporate culture is laid-back, mention that. This will give your candidates a better idea of what to expect.


Make sure there are no spelling mistakes before you post your job description. There is nothing worst than multiple mistakes on a professional document. Make sure you have someone proofread to avoid grammatical and syntactical errors.

Provide a salary range

Many candidates go through the whole application and interview process, only to find out the salary was not convenient in the first place. This is exhausting and time consuming both for the candidates and the recruiters. Make sure this point is stated in the description to avoid wasting time.

Outline the Application Instructions

This is a point many companies tend to forget. They post the job descriptions with just a phone number and end up being overwhelmed with phone calls of potential candidates who simply do not know how to apply. Make sure you write a guideline for the application process. This will eliminate the headaches and insure you do not loose great potential candidates.


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Tips for Hiring Temporary Employees This Holiday Season

It’s December, so you know that as a business, you will be pretty swamped up for the entire month. One effective way to deal with the increasing influx of work is that you hire temporary people for the holiday season. Holiday season is the busiest season for the UPS and the retailers’ because almost 630 million packages are delivered between Black Friday and the New Year’s Eve. In order to meet the growing demand, almost 95,000 people are hired by the UPS only. Now that you know how important it is to hire temporary employees, let’s learn about the top tips that will help you in hiring the best temporary employees:

Start Early To Get Cream of the Crop

If you want to hire the best employees for the holiday season, you need to get started as soon as possible, because it is never a good idea to wait till the last minute.  What you need to do is assess your business unit, see the positions that will be opening up, and then write down all the duties. Once you are done with that, write down the expectations and the necessary experience, so that you can communicate that to the potential employees. Ideally, you should start looking for the temporary employees from September.

Take Your Employees Help

Ask your existing employees to recommend seasonal employees. Employee referral is great because that way the temporary employees are a great job and culture fit, which is something you want during a busy season.

Ask Good Questions

You should ask the right questions if you want to understand whether the person is right for the job or not. You can ask some of these questions:

  • Have you worked in retail?
  • How was your experience?
  • Why do you want to work for us?
  • Can you handle the stress?
  • What makes you a good candidate?
  • Can you do a full shift and occasional overtime with us?

Know What You Want In the Candidate

Have a look at the company’s mission, vision, and core values and then decide the values that you want your employee to help. This will surely help you out.

Offer More Money

If the store next door is offering $9 per hour, you should be offering $10. This is not a huge change, given that holiday season means more profit for your company.

Get help Of a Temporary Hiring Agency

If employee referrals don’t work out, you can get in touch with a temporary hiring agency as they will be quick and will bring the best people. Just think of all the time that you can save by doing this.

Look For References

Always look for references even if you don’t have time because you need to know about the person’s background in order to trust them completely.

Know the Law

You should know the law when hiring temporary employees. They are entitled to some of the perks, so you should search about that.

To prepare for a temp job interview please log on to for more information.

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Employee Exit Procedures? Here’s How to Make Them Better

Are you wondering what employee exit procedures are? Or why you should have them in the first place?

These procedures are often overlooked because hiring is seen as the most important part of many companies and retaining current staff.

But taking care of the employees who are retiring, moving onto another company, or taking on another adventure in their life is just as important.

You want to ensure the process flows smoothly, and your soon-to-be former team member is satisfied with how they leave.

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Struggling with employee exit procedures? Here’s how to make them better.

Don’t Ignore the Employee

Many companies give employees who place their notice the cold shoulder for the next two weeks. Or worse, some may even completely take them off the schedule.

This is unprofessional and rude. And it leaves a negative impression on your former employee. It shows you don’t care about them.

People leave jobs for many different reasons. But you shouldn’t hold it against them. Especially if they were an excellent staff member.

It’s sad to let them go, but it’s part of owning a company. As a startup or small business, you may take their absence harder than larger organizations because your staff and budget are smaller. But the future is still bright.

You never know what the future will hold for your company. The next new hire could bring tremendous value to your business you wouldn’t have gotten if that team member didn’t leave.

Related: How to Fire Someone and Avoid a Lawsuit

Document Everything if the Cause is Termination

Sometimes you have to terminate employees. It may be due to poor work performance, repeated tardiness, or an unwillingness to show colleagues and management respect.

If you’re going to terminate someone, you need to make sure all your ducks line up in a row, in a sense. Which means keep documentation of their reason for termination, and the actions you took to help them resolve it.

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You need proof you tried before firing them. Especially if they decide to bring the case to court for unlawful termination.

When you let someone go, fill out all the proper paperwork and ensure you have everything you need on file: all their past evaluations, their hiring documents, their warnings and employee counseling, and anything else.

Follow the same procedures for temp positions, internships, and seasonal hires, among others.

Leave the Employee with a Great Exit Interview

Company ratings are important. On average, companies score 3.3 out of 5. Exit interviews can help boost your score. They’re a central and critical part of your employee exit procedures.

You wouldn’t hire a new employee without providing a new employee orientation or staff training on the first day, right?

So why skip the exit interview when an employee is leaving your company, voluntarily or involuntary?

The exit interview can help you:

  • Learn more about why the staff member is leaving, and if there is anything you can do to make them stay.
  • A space where your worker’s voice can be heard to voice concerns, questions, and other valuable information. Employees who are leaving will be more open and honest than employees who want to keep their job in fear what they have to say will harm them.
  • What your company can do to improve the job. Ask for suggestions on how to do the job better, more efficiently, and any tools or resources you can provide the next person who takes the role.

Don’t skip the exit interview. It can provide value to both you and your former employee.


What’s the most important part of employee exit procedures? How can you make yours better?


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4 Reasons You Need to Focus on Creating Accurate Job Posts

There is a lot that goes into hiring. One of the more challenging tasks is creating an effective, attractive, and accurate job post.

Regardless of the type of position you’re hiring for (temp, intern, or short term), your job post must be accurate. Otherwise, you’re interviewing and hiring for the wrong position.

Let’s take a look at 3 reasons you need to focus on creating accurate job posts.

  1. Your New Hires Will Feel Tricked

No one wants to feel tricked or cheated by someone, especially an employer. It doesn’t start you out on the right foot with a new hire.

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They will already have their foot halfway out the door as soon as they realize the job they applied for was false.

Be honest and open with your candidates. Your job ad should list the tasks and responsibilities of the job role, even if they’re unglamorous; they’re important.

Never lie to your employees or new hires. It never ends well.

  1. You’ll Have a High Turnover Rate

High turnover rates are a nightmare. On average, it costs companies $11,000 to hire a new employee.

Plus, that doesn’t even begin to cover the amount of hours creating job posts, sifting through applications and resumes, scheduling interviews, performing interviews, and more.

Hiring is a challenging and painstakingly long process. It takes most companies 23 days to fill a position. That’s a lot of long hours and work packed into 3 weeks.

In a survey by Bamboo HR, 26% of workers left a former job because they were promised a different job role than the type of work they were doing.

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Don’t list “Assisting the editorial team with website copy and weekly blog posts” if you mean “Running errands as needed” or “Filing documents and forms.”

Related: How Not to Write a Job Ad

  1. You Won’t Attract the Right Candidates

Have you ever received a slew of applicants who were all wrong for the position? Maybe it’s your job ad telling job seekers a different story.

Before hitting submit on that job ad, have 2-3 other members of management or human resources look it over.

They may read something differently than you intended. With a diverse population, job seekers come in all walks of life. You want to ensure each and every applicant who reads your listing and applies is on the same page as you.

  1. You Won’t Have Trusting or Loyal Hires

You automatically lose their loyalty and trust with inaccurate job descriptions. Every company wants a loyal and trusting team.

If employees don’t have loyalty to your company, they could leave without notice, or create a negative reputation for your business outside of work.

As a startup or small business, you need workers who trust your brand and who are loyal to your company. Both your team and outreach is small, so you want to have as high of a retention rate as possible.

Plus, if employees don’t trust you, they won’t stay for long, and you’ll be back at square one, trying to fill the vacant position.


What measures do you take to ensure you’re creating an accurate job listing? Do you have a process for creating job posts?


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What Do You Need in a New Employee?

As a startup, small business, or hiring manager, narrowing down the type of candidate you need for a new or open position is challenging.

What do you need in a new employee? You need to be able to answer this question thoroughly before you begin considering applicants.

One of the first things you need to do is create a list of the qualifications, skills, education, and experience you’re seeking, and condense those key attributes onto a job ad or job post.

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Creating an effective job post will help decrease the number of applicants who apply. On average, 118-120 job seekers apply to a job posting, but only 20% receive an interview.

Related: What You Need to Include in Your Screening Process

You’ll use these as guidelines while writing and preparing your job post for internships, temp positions, short term contract work, and full-time positions. Answer the following questions as you create your list:

  • What are the duties and responsibilities of the job role? Start with broad categories and then move into more specific explanations.

Example: Will assist editorial department with weekly newsletter and blog posts. Duties include proofreading, editing copy, writing two blog posts a week, and creating the weekly newsletter layout.

  • Are there any pre-requisites for the role? Which requirements are mandatory and which are desired?

Example: Must have a bachelor’s in English, Journalism, Communications, or a related field. Master’s degree preferred, but not required.

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  • Did you specify you’re an Equal Opportunity Employer? Did you clarify you do not guarantee or promise applicants employment?
  • Does any of your language indicate candidate preferences based on age, gender, race, or any other social identities?

Example: Do not write, “We’re seeking a hardworking petite and young female employee.” Instead, write “We’re seeking hardworking candidates who are ambitious, goal-oriented, and self-motivated.”

Now that you have several questions to answer and things to check off your list, write your job ad. Have two or three extra pairs of eyes proofread it before submitting to ensure there aren’t any typos or potentially discriminatory phrases.

Happy job posting!


What are your tips for creating job posts? Do you have a process you follow every time?


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How to Keep a Legal Hiring Process

Are you familiar with current hiring laws and regulations? Have you sought legal counsel to ensure each part of your hiring and interview process is legal?

As an employer, it’s imperative to be smart when you’re hiring. While you may assume it will be easy to fill an open position (after all each job position receives 118-120 applications), think again.

When you look at your current workforce, is it diverse? You don’t want to miss out on top talent or be sued for discriminatory hiring.

Let’s delve into how to keep a legal hiring process.

Focus on Attracting a Diverse Pool of Workers

As an employer, you want a diverse team. A diverse staff can quickly problem solve, are more creative, and organizations with more women in leadership roles have better financial results.

Where are you currently looking to hire? Using a job board is an excellent way to expand your outreach, build brand awareness, and attract a diverse pool of applicants.

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Also, look at your competitors and see what their talent pool looks like. For companies with various talent, take some pointers or tips from them. What are they doing that you’re not?

If your current staff isn’t as diverse as you’d like, reach outside your workforce to seek applicants. Strictly relying on referrals from your team won’t help increase diversity.

Related: Performing Backgrounds Checks? Here’s What You Need to Know

Double Check the Legal Aspects

When was the last time you consulted legal counsel or the human resources department to look over your applications, job board posts, or interviewing process?

If it’s been more than two years, it’ll save you from potentially being sued if your application or interviewing techniques fall outside the permissible range.

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For instance, only some states allow employers to consider a job applicant’s credit history or criminal history when making employment decisions. If your application asks questions about criminal history, and you’re not allowed, that’s a liability.

Update your hiring process as soon as possible. Ensure it isn’t outdated and abides by all laws, rules, and regulations.

Have the Proper Paperwork

Hiring a new employee is a lengthy process, regardless if it’s a temp, intern, or seasonal employee. Once you find the ideal candidate, and they accept your offer, you now have a mountain of paperwork you’ll need to fill out.

Here are a few things to keep in mind when hiring:

  • Ensure your application includes a statement that you are an “Equal Opportunity Employer”
  • Check that your Background Check form abides by the Fair Credit Reporting Act (if you’ll perform one)
  • Your company abides by the OFCCP hiring and record-keeping guidelines (if you’re a Federal Contractor)
  • Include on the application that you don’t guarantee or promise employment with your company

Double check all paperwork with a lawyer or the HR department before going over information with applicants and having them sign any hiring documents and forms.


What are your tips for keeping a legal hiring process?


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Hiring Challenges You’ll Face (and How to Deal with Them)

Hiring managers and recruiters are not unfamiliar with hiring challenges. Whether you’re a startup or small business, you’ll run into several over time.

Let’s explore two hiring challenges you’ll face and how to deal with them.

Job Candidates Who Expect More

Today, the job market is different. Candidates expect more of their potential employers. Younger generations are seeking flexible work hours, the ability to work on more projects, and places where remote work is possible.

Millennials make up 1/3 of the workforce — a significant number as older generations retire. These job seekers want more from workplaces than just a place to work.

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The solution: change your age-old office rules. Today, workers are equally productive, if not more, working remotely or working more flexible hours. Not everyone wants a 9-5 job.

While it used to be employers who had all the demands, now you have to meet candidates in the middle to fill open positions – for temps, interns, short term, and any other worker.

Allowing your staff to work remotely on Fridays (if possible) is something you’ll want to consider, for instance.

Related: Your Remote Employees Are Happier and More Productive

Keeping Candidates in the Loop

Today, most employees and job candidates want to know what’s going on with a company. They want to be involved.

If you’re not going to hire a candidate, let them know. Don’t beat around the bush or keep them in the dark.

Are you considering changing or updating current policies? Ask your staff for their suggestions. Or break the news to them sooner rather than later.

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Plus, potential candidates are interested in knowing more than the responsibilities of the job role. They want to know what your company culture is like, and if you’re a good fit.

During interviews, go over company culture in detail, provide a tour, and introduce them to staff. Once you extend an offer, it’ll increase your chances of them accepting the job offer, and not choosing a competitor.


What unique hiring challenges have you experienced? How did you overcome them?

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How to Respond to Persistent Job Applicants

There comes a time in every hiring managers’ or recruiters’ career when they’ll need to deal with persistent job seekers.

At times, candidates who need work or who are hopeful they have a chance to work with your company are overly persistent. They can come in the form of temps, interns, short term contractors, and job seekers looking for full-time employment.

They may call or email often. Or if you’re a brick and mortar business, they may show up once a week or several times a week to inquire about the status of their application.

These job applicants may even try to push you to schedule an interview even though you know they don’t have the skills or qualifications you seek.

When companies receive approximately 118-120 applications per job opening, a pushy applicant adds to the stress of filling the position.  Here’s how to respond to persistent job applicants.

Be Straightforward and Honest

Sometimes it’s tough to be the messenger of bad news to hopeful job applicants. And when they’re overly persistent, they may not take no for an answer very well.

Often, companies want to skip the uncomfortable conversation of letting applicants know they didn’t get the job, and just move forward with the candidate they will hire.

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That leaves other candidates in the dust wondering if you’ll ever call them back. Or schedule them for another interview.

The key to stopping further inquiries from this job applicant is to be straightforward and honest. Tell them right away you already filled the position, and you appreciate their time.

Think of it like dating. If someone is persistent and shows interest when you’re uninterested, you want to let them know you aren’t interested right away. That will hopefully diffuse any future advances.

It’s a good idea to send all applicants a rejection email explicitly stating you’ll be in contact if you’re interested in setting up an interview. For instance,

“Thank you for your interest in the ____ position with our company. We receive a high volume of applications and unfortunately, cannot respond to every applicant. We will be in contact if we’re interested in setting up an interview. Please do not call or email to check on the status of your application. Thank you again for your time

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and interest in the position.”

You can tweak the above email to send to rejected candidates as well.

Related: What to Say to Job Candidates You Don’t Hire

Be Direct if They Don’t Stop

There are rare occasions when persistent job applicants are rude and act inappropriately because you haven’t scheduled an interview, or you aren’t interested in hiring them.

When they begin to act inappropriately, tell them to stop. Be direct and forceful but polite. Ignoring the applicant who keeps calling even after you told them the position is already filled won’t help the situation.

There are times when you need to be absolutely direct. The next time they call, tell them:

“We’re not taking applications or calls for the position during this time.”

Or: “If we’re interested in scheduling an interview, we will call you. I’ve already told you we are not currently taking calls or applications for this position. Please do not call again.”

You can say something similar in an email as well. Today in the age of technology, many job seekers may use email to inquire persistently about the status of their application rather than call.


How do you deal with persistent job applicants? Have any persistent job applicant stories you’d like to share?


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