Offer Acceptance Rate (OAR) is a recruiting metric that measures the percentage of job offers extended by an organization that are accepted by candidates. It reflects how competitive and attractive an employer’s offers are in the job market and serves as a key indicator of recruiting effectiveness.
A low OAR may signal issues such as uncompetitive compensation, a weak employer brand, misalignment between candidate expectations and role requirements, or problems in the candidate experience. Monitoring this metric helps organizations identify gaps in their hiring strategy, refine offers, and strengthen employer reputation to secure top talent.
Offer Acceptance Rate sits in the talent acquisition analytics layer of the HR stack. It is tracked within ATS platforms and recruiting dashboards and often integrated with HRIS and compensation tools to ensure offer competitiveness and alignment with market benchmarks.
You’ve found the right candidate. But will they say yes? Plum helps you close the deal with more confidence by aligning job offers to what truly motivates each person. By using behavioral science to uncover what drives success and satisfaction, you increase the likelihood that your top choice becomes your next hire.
Improve offer acceptance with PlumOAR = (Number of Offers Accepted ÷ Number of Offers Extended) × 100.
A healthy benchmark is typically above 85 percent, but this varies by industry, role type, and market competitiveness.
Compensation, benefits, employer reputation, career development opportunities, speed of the hiring process, and candidate experience.
By offering competitive packages, clearly communicating value propositions, maintaining a positive candidate experience, and ensuring alignment between role expectations and candidate interests.
Yes. Consistently low acceptance rates may harm reputation in the job market, while strong acceptance rates reinforce the organization’s image as an attractive employer.