If you’re looking for a new role or gently exploring opportunities, how do you avoid getting to a point where you get an offer you aren’t going to accept? And as a hiring manager, how do you avoid presenting an offer that will be rejected?

Start of the Process – Online Applications

Candidates, if you’re actively looking for a new role, be judicious about where you are going. Do your due diligence, research, and fully evaluate the places you are applying to. From a recruiter’s perspective, thoughtfulness at this early stage is often the sign of a high calibre candidate. The easy apply button on jobsites should be your sworn enemy – applying to roles indiscriminately won’t secure you the position! For hiring managers, we’d recommend combatting spam applications with a good job spec. The stronger and more detailed the job description, the more informed the candidates can be about the role ahead of interview!

First Rounds

We are firm believers that the initial conversation with a firm is probably the most formative part of the process, so candidates, once you have done your research to avoid an obvious mismatch, go in for that initial chat. This is when you should begin to gather enough information for serious consideration. Ask questions in that first round that are genuine and specific and help you envisage what working for that team would be like. If the only question you've got at the end of a 1st stage interview is what the next stage in the process is, you may want to ask yourself why you are interviewing there.

If they are only 30-45 minutes, virtual chats with HR then that's not going to be enough to paint a picture for you. Hiring managers, why do these calls exist? The answer is often because they are trying to rule out spam appliers early on to avoid taking up too much time with those who aren't genuinely interested. It's a catch 22 and often caused by that easy apply button! We encourage hiring managers to make sure that if initial interviews are shorter screening calls, that they still allow time for candidates to ask any and all questions they may have – skipping this step can lead to misalignment later in the process.

Practicalities

On the point of avoiding misalignment, before getting to second round, always double check the basics eg. salary, location, hybrid working pattern. Candidates, if they don’t make sense for you, you should withdraw. Hiring managers, don't simply presume that candidates will adjust salary exceptions during the process. There is a small chance of alteration or exaggeration but take them at their word and don't waste time if you can't see them being offered at the level they are asking for. This is especially important given the general reluctance to publish salaries as part of job descriptions.

Final Stage

Most interview processes will have at least two rounds, and potentially a task. By the last stage of a process, candidates should be clear on the role being right for them, and hiring managers will have reduced volume to their preferred few candidates.

We’d always recommend candidates ask to meet the wider team at this stage if they want to, and that hiring managers give candidates the chance to do so! This might even include adding an extra stage to your process, even if your formal process is completed, but it’ll vastly improve candidate experience.

Offers

We’ve previously discussed the matter of counter offers from current employers, but it’s also important to consider the impact of other processes on your ability to accept an offer. If the outcome of other interviews will determine your decision on an offer on the table, you really do need to be candid with the business about the timeline. Candidates often fear sharing this information, but this won't impact your chances of securing a role; it gives hiring managers a chance to manage expectations and timeframes accordingly. Transparency at offer stage is key for both parties.

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MadlinHanna Consulting is a recruitment consultancy specialising in public affairs, corporate communications and financial PR. Contact us in London on +44 (0) 20 8088 4102 or in Brussels on +32 (0) 2 586 38 98 for more information or a confidential conversation about these services and more.

Journey to Job Offer

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