By Jessica Miller-Merrell 

Job acceptance is something we focus heavily on because it’s the moment that a candidate chooses to join our team, but it’s important to remember that not every acceptance is going to lead to a strong partnership. Job acceptance regret is a very real thing, and it’s detrimental to both the candidate and the company they wind up at. Competitive job offers may make it easier to accept an offer, but it doesn’t mean long-term happiness and satisfaction with a company. In fact, in many cases it doesn’t even mean short-term happiness.
Recent Indeed research revealed that many workers continue to search for jobs even after they’ve accepted an offer and started their new job. This research found that 65% of recently employed Indeedmembers looked at job postings after they had been employed at their job for at least 90 days. Buyer’s remorse exists as much in hiring as it does in retail. However, it’s not as easy to go back on a career decision as it is to return a sweater to the mall.
Excitement can wear off quickly, and what’s left could be an employee who is looking for a way out. Once a candidate has settled in and gotten the lay of the land, it may become all too clear that money doesn’t equal happiness. We know that statistically speaking, money isn’t what workers care most about, even if it led them to make a career choice. When it comes down to the day-to-day grind, it’s the people they work with and for, the opportunities they have and the organization’s culture. An extra boost in their paycheck can’t change those things.
However, not all job acceptance regret is equal. There are some who will never be happy with their new decision and find it best to move on. Then there are some, in fact I would dare say the majority, that are simply human and are unsure of the new situation. Some of the burden is actually on your company to help them overcome candidate offer remorse, leading to a lower new hire employee turnover rate.
Help your new candidates avoid this mentally taxing situation with these five strategies.
Give a realistic job and company culture preview
Give your candidate the tools they need to make the best decision for them. Empower them by providing a realistic explanation of the job and a preview of company culture, then trust them to know when it isn’t a good fit.
Have the candidate meet the hiring manager quickly
Avoid going through three rounds of interviews only to finally find out that the hiring manager and candidate don’t click. Arrange a meeting early on and allow each party to assess each other. One of the most significant factors in job satisfaction is the person you work for, so it just makes sense.
Welcome them the right way
You have a small window of time when a new employee starts to shape how they see the company. Of course you want to make sure they are acclimating personally, but this also includes a formal onboarding and new hire training program. You’ll never have another opportunity to affect how they view the company like you do in the beginning.
Provide ongoing support
Remember that initial onboarding and training are important, but they can’t possibly meet every need and answer every question your new employees have. Provide ongoing support and mentoring to build on the foundation that you laid with onboarding.
Foster a relationship
It seems simple, but just maintaining ongoing communication and talking to your new hire can help build a relationship that will make you their go-to when problems do arise. This could mean the difference between them coming to you to work through the regret they’re feeling and simply leaving your company.

TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today. 

Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She’s the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.


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