In Romania, 4 out of 10 people who apply for a key position in a company, refuse the first job offer

The current pandemic context is accelerating the transformation of the recruitment process, so it becomes a real challenge for a company to hire people for middle or top management roles. Thus, in Romania, 40% of candidates who are selected by recruiters to fill key positions in companies end up refusing the first job offer, according to a study by HR companies Arthur Hunt, made this year. In comparison, in more mature markets – such as France – this percentage rises, on average, even to 55%. 

On the other hand, out of 10 offers sent by companies to the selected candidates, two are accepted, but not honored, the candidates refusing to sign the contract. 

The phenomenon is surprising at this level of seniority, according to Arthur Hunt Romania specialists. Among the reasons provided by those who refuse offers or do not honor them are: health concerns for the family, especially for jobs that involve travel; counter-offer from current employers; the “trust capital” of the the future employer; the difficulty of accommodating or building new relationships at the new job, in the work-from-home or in a hybrid system context. 

“Candidates who accept the offer but refuse to sign an employment contract or simply disappear usually get a short-term financial advantage. But, in the long run, they get out of the attention of the consultants regarding the career development and limit their access to other great opportunities “, say Sorin Roibu, Managing Partner of Arthur Hunt Romania. 

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Candidates are looking for an employer in 2022 to offer them a flexible schedule and the opportunity to work from home. 6 out of 10 of them refuse to go further in the recruitment process, if the position for which they applied involves physical presence at work. 

Arthur Hunt specialists recommend that candidates carefully re-evaluate their career plan, analyzing the extent to which it matches for what they want in the medium and long term. They must also realistically assess, from the earliest stages of the recruitment process, the impact of employer change on all aspects of their personal and professional lives. Also, to evaluate the future employer and to structure its “non-negotiable” conditions from the early stages of the recruitment process. 

Which are the main recommendations of Arthur Hunt specialists for employers in this context? 

• Consolidation of their employer branding strategy. 

• Smooth organization of interviewing, feedback and decision-making processes – to increase the quality of candidates’ experience during the recruitment processes. 

• To have memorable and effective interactions with the candidates, but also to market the job in a balanced way in relation to the organization. 

• Last but not least, companies need to adjust their on-boarding programs in hybrid working conditions, to ensure the human connection of new employees with existing teams and the organization itself. 

• Assisting candidates in the process of making the employment decision, by broadening the context on the candidates’ career and the family context, in the short, medium and long term.