Blog- 11th April 2025, Venn Group, Corporate Partner

Improving Offer Acceptance: The Importance of the Interview Experience

Having a strong shortlist of well-qualified candidates is only part of the hiring process; there is no guarantee that an offer will be accepted. One of the most common challenges employers face is candidates declining an offer, not always due to a change in circumstances but often because of their experience during the recruitment process.

Feedback we regularly receive from candidates includes:

• “I didn’t walk away feeling excited about the opportunity.”
• “I didn’t get much insight into the team culture.”
• “The interview felt quite impersonal and one-sided.”

These kinds of responses are not uncommon, even when the candidate initially appeared highly engaged.

Interviews naturally focus on assessing skills and suitability, but they are also an opportunity to showcase the role, the team, and the work environment. In a competitive market, ensuring that candidates leave the interview feeling informed and excited about your role can make all the difference.

Here are some of the most effective ways to maintain candidate engagement and increase the likelihood of your offer being accepted.

1. Create a compelling case for the role

Candidates aren’t looking for just a job, they want to join the right team in the right environment. Interviews are an opportunity to highlight what makes working in your team rewarding. Consider discussing:

• The type of work the team is handling and any interesting upcoming projects
• How the department supports professional development
• What you love about working where you do

Remember, candidates are assessing their options too, and providing insight into team culture and day-to-day work can be just as valuable as evaluating their skills. Consider reserving a period of the interview to share what your enjoy about your own role.  

2. Streamline the process and keep communication open

A longer interview process leads to greater levels of candidate attrition, it is as simple as that. In today’s market, the best candidates often consider several opportunities at once, so quick and clear communication to set expectations is crucial.

• Keep the interview process structured and efficient, with as few stages as possible
• Set a clear timeline from the outset and stick to it
• Communicate any unavoidable delays to maintain engagement

A quick email goes a long way in keeping your applicants invested.

3. Balance professionalism with approachability

Interviews naturally involve formal questioning, especially when assessing technical skills. However, maintaining a welcoming and conversational tone can help candidates feel at ease and allow them to present themselves at their best.

• Aim for a structured but engaging approach, avoiding an overly rigid or interrogative format
• Consider providing candidates with interview questions in advance to enable a more relaxed and natural discussion
• Encourage a two-way conversation so candidates feel comfortable asking questions

A more open interview provides valuable insight for both parties and contributes to a positive candidate experience.

4. Ensure panel alignment and consistency

When the panel is aligned, the interview process feels smoother, more professional, and more engaging for the candidate. Before the interview:

• Clarify the role of each interviewer ahead of time
• Agree on key areas of assessment to avoid repetition
• Ensure consistency in how the role and expectations are presented

A well-structured, cohesive interview sets the tone and reflects well on how your team operates day-to-day.

Why it matters

A positive interview experience can be the deciding factor when candidates are considering their next move. Well-structured and engaging interviews improve offer acceptance rates, reduce the risk of candidate drop-off, and help reinforce a strong reputation for your organisation.

How we can help

At Venn Group, we work closely with Local Authorities to refine their recruitment processes and secure high-quality permanent legal professionals. From structuring interviews to enhancing candidate engagement, we help ensure your hiring process reflects the strengths of your team and attracts the right talent. As the first recruitment partner of LLG, we are committed to providing expert advice and guidance to its members. We offer free consultation on your recruitment strategy to help you achieve the best possible outcomes.

If you're planning a permanent hire and want to strengthen your approach, get in touch. A well-structured process can be the difference between a ‘maybe’ and a ‘when can I start?’.

Will Pardoe – National Lead for Permanent Recruitment into Local Government