The hiring process doesn’t end with a successful interview, it ends with a successful offer! As recruiters, we have a unique vantage point: we see not only what clients offer but also what candidates really think, value, and weigh up when making that final decision.
In this article we will explore the key factors that determine whether an offer is accepted or declined, and how you can position your business to win top talent.
1. Timing is Everything
“We really liked them, but we needed to interview one more person…”
Translation: You lost them to a faster-moving competitor.
Top candidates are often interviewing at multiple places at once. If your offer is delayed by even a few days, it can make your business seem indecisive or disorganised. Fast, respectful communication keeps momentum strong and shows the candidate they’re a priority.
Tip: Streamline your internal interview process. Know who needs to sign off on offers ahead of time to avoid delays.
2. A Competitive Offer (Beyond Just Salary)
Money matters, but it’s not the only factor. Candidates are comparing your full offer against others, including:
Superannuation contributions
Bonuses or incentives
Flexibility (hybrid/remote)
Leave entitlements
Professional development budgets
Career progression
These factors are particularly important if you don’t have the capabilities to offer a competitive salary package. With 45% of professionals claiming they would take a pay cut to get flexibility, consider adding non-traditional benefits to entice top talent.
Tip: Benchmark your offers. We can provide market data to help you stay competitive.
3. Flexibility is No Longer a Bonus
One of the biggest deal-breakers we hear today? Lack of flexibility. Whether it's remote working options, flexible hours, or understanding around school pick-up/drop-off, flexibility is now part of the baseline for many professionals.
Tip: Formulate a clear flexibility plan and clearly communicate the why behind your policy.
4. Culture and Leadership Impressions
A great salary can’t fix a bad gut feeling. Candidates judge workplace culture and leadership style throughout the process. Poor communication, confusing interview panels, or a lack of clarity around expectations can all plant doubt.
Red flags for candidates:
Vague answers about team culture or management style
Disorganised interviews or people turning up late
“We’ll get back to you” with no follow-up
Tip: Treat interviews like two-way conversations. You’re being assessed too.
5. Clear Career Progression
Top candidates want to know where this role will take them. If you can’t answer questions like:
“What does progression look like here?”
“Where have others in this role moved to?”
“Will I have learning or leadership opportunities?”
… they may choose a company that can.
Tip: Build a picture around the long-term opportunity, not just the role on paper.
The offer stage isn’t just about numbers, it’s about confidence. If a candidate feels valued, respected, and sees a future with your business, they’ll say yes with certainty. As recruiters, our job is to help you get there. We guide the process, keep you informed of candidate sentiment in real time, and help craft offers that land.
If you’re losing great candidates at the final hurdle, let’s have a chat. Sometimes, a few small changes can make all the difference.
