If you’ve never had it happen, congratulations – you’re either doing everything right or you’ve gotten very lucky. But for many business leaders, it’s becoming an all-too-common story: you find the perfect candidate. You’ve gone through a rigorous interview process, checked references, and everything seems to align. You shake hands, give them the offer letter, and they leave your office excited about the opportunity ahead.
But then, something unexpected happens. After accepting the job offer, they change their mind. Sometimes they tell you, but more often, they just don’t show up. No calls, no emails, no texts.
Now, you’re left wondering what happened. Were they lured back by a counteroffer from their current boss? Did they change their mind after talking it over with family and friends? Or were they guilted by their coworkers to stay?
In today’s competitive hiring market, this kind of scenario is becoming increasingly common. In fact, according to a recent HR survey by Gartner, 50% of people reported accepting a job offer and backing out before their first day!
But the good news is, there’s something you can do to reduce the likelihood of it happening. If you can support your candidates through their journey and make sure they feel confident about their decision to join your team, you’re well on your way to avoiding this hiring nightmare.
What’s Going on Behind the Scenes?
When a candidate walks out of your office after accepting the job offer, they’re about to embark on a series of challenging conversations. First, they have to tell their current employer that they’re quitting – a conversation that’s often met with a counteroffer or a plea to reconsider. Then, they have to tell their family, friends, and coworkers, who may or may not support their decision.
Let’s look at a typical scenario:
You’ve just hired Joe, a skilled machine operator with ten years of experience. He’s eager to join your team and grow with your company. Joe leaves your office, job offer in hand, ready to give notice to his current employer. But the moment he walks into his boss’ office, his confidence starts to waver. His boss offers him a $2/hour raise, talks about his value to the company, and subtly plays on Joe’s sense of loyalty.
Then, Joe goes home and tells his wife. She’s not sure quitting is a good idea. Their kids are in school and the commute to the new job is longer. His friends hear about the move and question why he’d leave the crew he’s been with for years. Suddenly, Joe is faced with doubts from every direction.
Without the proper support from you, Joe will start to second-guess accepting the job offer. He might decide that it’s easier to stay where he is, even though he was excited about the new opportunity just days ago.
What You Can Do to Prevent This
You might be thinking, “But I offered him the job! I gave him everything he wanted! He was the perfect fit for our team!” And that might be true, but it’s not enough. To prevent candidates from accepting and then declining your offer, you have to help them through those tough moments.
Here are three key steps you can take:
1. Support Them Through the Resignation Process
The moment your candidate gives notice, they’re going to be bombarded with counteroffers, emotional pleas, and guilt trips. You need to prepare them for this conversation. This might involve giving them advice on how to respond to a counteroffer or helping them reframe the conversation with their current employer.
For example, you can say, “If they offer you more money, remember why you started looking for a new job in the first place. Is it just about money or are there other factors like company culture and growth opportunities?”
2. Help Them Communicate the Decision to Their Family and Friends
Leaving a job isn’t just about the individual; it affects their family, too. Do your candidates know how to explain the benefits of joining your company to their spouse? Do they have the right information to convince their family that this is the best decision for their future?
One way to help is by providing a welcome packet that includes information about your company’s benefits, growth opportunities, and work environment. If you host a big family picnic every summer, tell them! If your crews get together outside of work and play in a baseball league, let them know!
Give them talking points they can use when discussing accepting the job offer with their spouse, family, or friends. Let them know they have your full support during this transition and reiterate what makes you the employer of choice.
3. Stay Connected Until Their Start Date
Don’t disappear after they sign the offer letter. Stay in touch with your candidate until their first day. This could be as simple as sending a quick text or email saying, “We’re excited to have you join us!” or providing updates about their onboarding schedule.
The key here is to keep them engaged and excited about the opportunity. If you wait until their first day to reconnect, you may find that they’ve already changed their mind.
Onboarding Starts Before Day One
Another critical piece to this puzzle is your onboarding process. Onboarding doesn’t start when they walk through the door on their first day; it starts the moment they accept the offer.
Have a plan in place that makes them feel like they’ve made the best decision ever. Make sure they know what to expect during the onboarding process and that their first few weeks will be structured in a way that sets them up for success. If they feel prepared and supported, they’re much less likely to back out before day one.
Think about the last time you brought someone on board who backed out at the last minute. Now, imagine you had sent them a personalized welcome video from the team, a detailed schedule of their first week, and even a branded item like a shirt or hat to make them feel part of the team before they even started.
Small gestures like this can make a huge difference in whether or not they follow through with accepting the job offer.
The Bottom Line
Preventing candidates from accepting your offer only to decline later isn’t about luck – it’s about being proactive and staying engaged. By supporting your new hires through the key moments of their decision-making process, from giving notice to explaining the move to their family and friends, you’ll significantly increase the likelihood that they’ll show up on day one ready to succeed.