5 Reasons Why Candidates in the Membership Sector are Declining Job Offers This Year
All membership organisations need the right talent to help them grow.
After a lengthy process of filtering through the CVs of senior candidates, there are few things more frustrating than someone rejecting your job offer.
We’re living in a world where candidates have more control over their careers than ever before. If you can’t provide the experience that top talent is looking for, they’re more than happy to search elsewhere. That’s why it’s so crucial for membership organisations to give candidates an offer they can’t refuse.
Here are the main reasons why membership candidates may be rejecting your roles.
1. You Don’t Have a Streamlined Hiring Process
Speed is a critical factor in acquiring the right talent. On average, the recruitment process lasts around 27.59 days, with various filtering and screening processes involved to help companies choose the right candidate. Unfortunately, this timeframe rarely works for candidates, who expect to be interviewed and hired within 10 days or less.
People are so keen to start their new roles today, that they may even accept their second choice of job if the offer comes to them faster. The easiest way to avoid this problem is to enhance your hiring strategy. For instance:
- Work with a specialist recruitment company like membershipbespoke that can filter your CVs and applications for you.
- Speak to your candidate regularly and let them know how the interview process is progressing.
- Give yourself deadlines for decisions to accelerate the procedure.
2. You Haven’t Sold the Role or Company
In a world full of artificial intelligence, IoT, and other complex ideas, traditional things like membership companies can seem a little “old fashioned” to candidates. When people don’t see your industry as hip or trendy, you need to work harder to sell your open positions to them.
As well as speeding up your recruitment process, make sure you take the time to explain what your opportunity involves to potential candidates. For instance, talk about your exciting company culture and learning opportunities in your job description. Highlight the kind of projects your people will be working on, and which people they’ll get to work with.
Equip your hiring managers with an “Elevator Pitch” that demonstrates the USP of the business and shows candidates that you have an employer brand they want to be associated with.
3. There Aren’t Enough Opportunities for Progression
No matter how much a new employee enjoys their new role in your company, they’ll still want to see a path to progression in their future. Even senior candidates like programme managers and development directors may wish to take on additional responsibilities in the future.
Helping candidates to see a future in your role starts by outlining what they can expect to learn in your job description. When you meet with people in the interview process, ask them where they see themselves after five years in your role. Remember to implement an onboarding procedure too where you can discuss your new employee’s goals and plan strategies for reaching their targets.
Opportunities for growth will both attract your candidates and ensure that new people stay with your membership organisation for longer.
4. There’s A Problem with Company Culture
Your talent will spend a large portion of their days working within your membership business. These days, people want to know that they’re going to be happy and comfortable working as part of a specific professional team. This means that you need to prioritise company culture.
Speak to your current team members and ask them what they like most about working for you. This will give you a reasonable basis on which you can build your definition of company culture. Remember to focus on things like wellness, career planning, team management and opportunities for staff to bond.
When you bring your new senior employee onto your team, make sure they have plenty of opportunities to connect with the people they’ll be working with every day. For instance, a weekly lunch is a great way to build relationships.
5. There Isn’t Enough Value in the Role
Value in a professional position comes in many different forms. Candidates, particularly those at a senior level, will require a competitive salary to keep them satisfied in your business. However, there’s more to delivering value than choosing the right wage and benefits.
When it comes to ensuring happiness at work, most candidates agree that they appreciate a sense of accomplishment and purpose in their roles. Making sure that your people understand the values of your membership organisation from day one is a great way to hire people who can genuinely devote themselves to their role.
Remember, to keep the sense of commitment and motivation going, provide plenty of feedback throughout the course of the year with recognition, rewards, and even stay interviews to check the status of your staff.
The membershipbespoke group remains the only specialist recruitment organisation in the UK, which offers a dedicated service tailored to the needs of Trade Associations, Unions, Professional and Regulatory Bodies.
We use our considerable expertise in successfully recruiting for positions across every department within a membership context. To find out more call us on 0203 4403653 or email us here.