How is the Offer Acceptance Rate calculated?

The calculation of the Offer Acceptance Rate is quick and simple:

1. Take the number of accepted job offers and divide it by the number of offers made. Then multiply the result by 100.
2. A value of 80% or more is considered good. If the result is lower, you have the opportunity to learn from it and improve various factors—not only the attractiveness of the position, but also your employer appeal and the candidate journey.

Why is the Offer Acceptance Rate important?

• Attractiveness of the job offer: A high Offer Acceptance Rate indicates that your job offer is attractive. It shows that candidates find the position and the associated conditions appealing and suitable. This is crucial to succeed in the competition for qualified professionals.
• Competitiveness in the War for Talents: In times of the "War for Talents," it is essential not only to attract qualified applicants but also to successfully win them over for the company. A high Offer Acceptance Rate signals that your company not only makes attractive offers but also succeeds in competing for talent.
• Efficiency of the recruiting process: A low Offer Acceptance Rate may indicate shortcomings in the recruiting process. It could point to issues in communication, the selection process, or the external perception of the company. Monitoring this rate allows you to identify weaknesses and continuously improve the process.
• Cost and time savings: An efficient recruiting process is not only important for the quality of hires but also for saving costs and time. Each declined offer not only means a loss of potential talent but also additional time investment and higher recruiting costs.
• Company image: The Offer Acceptance Rate also influences your company's image as an employer. A high rejection rate could point to potential issues in workplace appeal or company image. A positive employer brand can help attract and retain talented professionals.

Overall, the Offer Acceptance Rate is a meaningful metric that not only reflects the effectiveness of the recruiting process but also provides strategic insights into how your company is positioned in the labor market.  

Convince and retain: how to improve the rate

Various measures help to convince candidates and successfully conclude the process with a "hire."

• Revise the candidate experience: Above all, it’s about transparency and a streamlined hiring process—keep candidates updated through mailing updates and early confirmations or rejections.
• “One-fits-all” no longer applies in modern recruiting: Invest time and effort in your job offers. Pay attention to good storytelling, an activating, inclusive tone of voice, and the right channels for your target audience. Also communicate your cultural fit and attractive benefits that future employees can look forward to—such as flexible working hours, remote work, and individual development opportunities.
• Make yourself attractive as an employer: Highlight the collaborative work environment and the exciting tasks awaiting the talent. It is particularly valuable if candidates can meet their potential colleagues and see the workplace during the application process. This also increases employer attractiveness.