Loading page
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
Offers accepted as a share of offers made in a period. A low rate points to a gap between what the role offers and what candidates expect, or to a slow process, and is best read by role and level rather than as one company figure.
Recruiters review offer acceptance rate monthly or at the end of each hiring drive, broken down by role, location and recruiter. A drop for one role usually means the band is below what candidates are getting elsewhere, while a drop across all roles points to a slow offer process.
Example: in a quarter where 40 offers went out and 30 were accepted, the rate is 75%. If 6 of the 10 declines cited compensation, that is a pay band conversation with finance; if most cited a counter-offer, it is a time-to-offer problem.
A frequent mistake is counting an accepted offer as success even if the candidate never joins. Track joining separately, because an acceptance followed by a no-show inflates the rate and hides a different problem.
Divide the number of offers accepted by the number of formal offers made in the period, and multiply by 100. Count only written offers, not verbal discussions.
They count as acceptances, but track them separately as a joining or no-show rate. In India a candidate may accept and then take a counter-offer during the notice period, which the acceptance rate alone will not reveal.
Often a gap between what was discussed early and what the written offer contains, such as salary, role or location. Slow offers that let other employers move first are another common reason.
Yes. Logging the reason for each decline, by role and source, turns the rate into something you can act on rather than a number to report.
14-day free trial · Full access to all 12 modules · Zero implementation fee · Cancel anytime