Losing candidates through the hiring process? Here’s what to do
There’s nothing quite as exciting as seeing your job ad go live and hoping enquiries and applications flow in.
But in a market where job seekers are in short supply, it’s possible that candidates may withdraw their applications or drop out between the initial interview and the final offer.
The market is flooded with opportunities. Some candidates are actively interviewing for at least four or five opportunities at once. This means candidates can be very selective about which opportunities they’ll pursue and which they’ll opt out of.
We are now in an extremely tight candidate market across all industries. Organisations and businesses simply can’t afford to lose great candidates during the hiring process.
Candidates pulling out during the recruitment process could put pressure on the team, and ultimately result in increased organisational costs.
Why candidates drop out of the hiring process (and what you can do about it)
There are five main reasons people pulling out when competing for a role.
The process is too long If other businesses turn around their hiring process quickly, a longer hiring process can make it harder for you to hold onto candidates. Setting clear expectations can help. Have a clear interview process set out prior to engaging candidates and manage candidate’s expectations so they have a good understanding of the timeline. Ensure there is flexibility to progress to second interviews quickly and avoid adding last minute extra steps.
The salary for other opportunities is more competitive Salary is an important factor in attracting and retaining talent. Do research to ascertain if your role is being pitched at the right level in the current market. Be transparent with candidates about what the role is paying and have salary conversations up front. But remember, money isn’t everything. Even if you don’t have much room to move on salary, you may be able to offer other attractive work perks or benefits.
The organisation doesn’t offer additional benefits More and more candidates are interested in knowing about the broader benefits an organisation can offer. Flexibility around work hours and location are two highly valued perks. Supplementary compensation may also include gym memberships or health insurance, while initiatives such as parental leave and volunteer days can also help to attract and retain candidates.
Lack of clarity around the role or opportunities for progression If candidates aren’t clear about the opportunity for development or progression, or if there’s a lack of clarity about what the role is designed to achieve, you risk losing them. Keep your messaging consistent with your vision and what you want from the role. Ensure this is in your job description and ad. Demonstrate clear, structured development pathways and training opportunities will attract top talent. Many outstanding candidates are willing to take a sideways step if an organisation will empower them to learn, provide them with opportunities and nurture their careers.
A lack of contact or communication throughout the process Don’t be afraid to give the candidate a call and understand how they’re feeling about the role. The single biggest reason why candidates drop out is silence. Letting candidates know they have been unsuccessful is crucial. Doing so means your process is transparent and candidates are more likely to positively regard your business and your brand. The current market means it’s more important than ever to know why candidates drop out of the recruitment process. Understanding the importance of clear communication, efficient processes and competitive offerings means you can respond to this proactively and reduce the chances of it happening to your business.