Candidates are quitting before they even begin - here's how to stop them

Australian employees are declining job offers at a startling rate

Candidates are quitting before they even begin - here's how to stop them

Candidates accepting your job offer isn’t a guarantee that they’re through the door, according to a new Robert Half report. In fact, data indicates that Australian workers are quitting before they’ve even begun. According to the report, 66% of workers have declined a job offer they’ve already accepted, with 54% doing so in order to accept an even better proposal.

In addition, 21% of workers said they’d be open to leaving a role during their probation period, due to:

  • Poor company culture (53%)
  • A better offer (43%)
  • Job not aligning with what was advertised (40%)

Employers have been noticing an uptick in candidate uncertainty, with 61% of employers saying they experienced an increase in the number of candidates retracting a job acceptance. Some 54% of employers also noticed a higher number of employees leaving their organisation within the first six months.

Read more: Seven things HR should do before a new hire’s first day

How can HR solve early candidate turnover?

To address these issues, 54% of employers are expediting the hiring process and supercharging their onboarding initiatives. As part of this, organisations are sending company-wide “welcome emails” (55%), starting team threads on their employee forum (51%), and organising more in-person team events (50%).

Read more: What should a new hire achieve in their first month?

Nicole Gorton, director of Robert Half Australia, stressed the importance of developing a "strong rapport" with new hires through open and constant communication.

"Securing top talent doesn't stop when they sign the contract,” she said. “Once a candidate has accepted a role, it is essential to develop a strong rapport with them by maintaining communication. While not new, many companies today still allow there to be a communication gap between the moment the contract is signed and the new employee's first day.

"Regular email updates, post-interview check-ins and offering more details about the role, company, and induction plan could all help to build an emotional connection and reduce the risk of candidates backing out of a job offer in favour of a competing opportunity,” Gorton said. “When the candidate joins the company, providing a clear roadmap of responsibilities, conducting regular check-ins, offering mentoring, and organising team building activities are all examples of successful onboarding tactics in the current environment."

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