Loss of IT Applicants in the Bidding Phase

Hiring TipsDeveloper Recruiting

You spend days looking through various websites and resumes to find the perfect developer. Once you've found a candidate, you diligently guide them through the application process. But just before the finish line, the candidate suddenly declines the offer. What went wrong?

Of course, you can't control everything that happens in the application process. But committing any of the following mistakes can cause an in-demand tech professional to get cold feet, even just before the acceptance.

Bad offer

While the recruiting team, may consider a rather low salary offer as a starting point for negotiations, the candidate may not see it that way. Tech professionals like software developers, view a deliberately low offer as an insult and a sign that your company doesn't value their skills.

In fact, one of the main reasons job offers are rejected is because salary expectations are not met.You should therefore, early in the recruiting process, discuss the candidate's expectations.

Participating in the application process is an investment of both time and money for the candidate. As a potential new employee, they want this investment to be respected.

Last minute changes

If last minute changes are made to the job description, hours, or salary, it not only hurts trust with the candidate, but brings the entire process back to square one.

To hire software specialists with in-demand skills, don't add anything to the offer that differs from previous conversations, or agreements.

Inaccurate offers

Tech professionals who have had repeated negative experiences with promises such as flexible hours, extra vacation, or the opportunity to work on high-profile projects are null and void if not offered in writing.

Similarly, a passive candidate is more likely to leave their secure job if they are given a professional offer and enough time to review it. Written materials such as employee handbooks, benefits booklets or the performance manual can also increase confidence.

However, many employers do not prepare written offers. An unwritten agreement is not one. You've invested a lot of time in the hiring process - don't let the deal fall apart at the last minute.

Hesitant commitment

If you are hesitant in hiring the new programmer, especially at the end of the hiring process, this provides a good opportunity for a nimble competitor. When tech pros don't receive an offer within 24 hours of the final interview, the candidate assumes they are second choice or an internal candidate gets the position instead. Many rejections are due to candidates who decide to accept another offer after all on short notice.

Don't play games

What happens when an HR executive refuses to turn on his webcam during an interview? An experienced candidate is then likely to be away, or suspicious. Tech veterans have absolutely no desire to participate in any mind games, or stress interviews. They really hate it when the technical evaluation is done through sneaky questions.

Fidgeting

A rather defensive attitude, along the lines of "take it or leave it," toward a candidate who expects a counteroffer can quickly lead to a breakdown in negotiations. Tech professionals consider such an attitude or behavior, a bad omen and a sign of an autocratic work environment. Especially the millennials among IT specialists, prefer autonomy and a bottom-up management style.

Unprofessional behavior

You expect candidates to submit flawless resumes and meet all deadlines to the letter. But shouldn't the same be true for you?

Your own mistakes can also add up quickly: The two typos in the ad, the ten-minute wait in the lobby, the interview in an office that wasn't tidy....

The spirit and competence of a company is almost always reflected in the recruiting process. I once accepted an offer from a smaller, less established company because the process was so efficient, personal and professional.