6 Reasons Candidates Drop Out of Your Hiring Process

6 Reasons Candidates Drop Out of Your Hiring Process

In a tight talent market, candidates can afford to be a little pickier these days.

They no longer have to accept a role just to pay the bills.

As employers, this makes it harder to secure top talent and can lead to several candidates dropping out of your hiring process.

So, what’s the problem?

The truth is, there are many reasons why candidates leave the hiring process.

Below, you’ll find six of them, plus some solutions.

Your reputation precedes you

Ever thought about departing employees?

You’ll be surprised by how many of them will rate your company on Glassdoor.

If a previous employee leaves on bad terms, don’t be shocked to see a few sour comments pop up under your company’s name.

The bad news is that a few negative comments can put candidates off.

Believe it or not, professionals will do their research on a company before committing.

In the short-term, the only thing you can do is perfect the hiring process and hope that a few bad comments don’t deter any top candidates.

As for your long-term strategy, you need to think about conducting exit interviews for departing employees.

Yes, it may seem like another time-consuming process – especially if you’re running a large company with poor staff retention rates.

However, it gives employees the chance to air their frustrations and leave on positive terms.

You can even counter the problem and try to persuade them to stay.

If you allow the employee to walk away without venting their grievances, there’s a very good chance they’ll act out.

You’re coming on too strong at the start

No, I’m not talking about dating etiquette.

It turns out being overly pushy in your initial outreach can put candidates off from joining your company.

Despite how urgent the hire is, you need to cut the sales pitch and focus on getting to know the candidates and encouraging them to talk.

The goal of your first interaction should be about merely getting a response. Once you’ve got the ball rolling, then try to win them over.

Start initial conversations off by asking questions about the candidate’s goals and career path.

You need to persuade them that you’re actively trying to help them make a smart career move.

At least this will give you an opportunity to see if you’re a good fit or not.

A lack of clarity in your hiring process

Transparency is one of the most important parts of the hiring process.

Being vague with your emails by saying “we’ll be in touch soon”, can create a cloud of confusion between both parties.

Active job seekers need a job right away.

Therefore, they won’t hang about as your company drags out the hiring process.

In fact, 58% of candidates admitted they accepted their second-choice job offer because the hiring process of their ideal role took too long.

From the start, you need to be proactive with your communications.

As soon as the candidate applies, give them a clear date of when they can expect to hear back from you and when the interviews are being held.

It’s also worth suggesting a few times for an initial chat/phone interview, instead of asking the candidate when they’re free.

By keeping candidates informed about the hiring process, you’ll give them a reason to stick around.

You didn’t give them enough info about the job role

As mentioned before, a job advert doesn’t need to contain the whole job description as it’s used to entice job seekers.

However, if you don’t follow-up with further details about the role in your initial communications, candidates can easily feel overwhelmed and under prepared going into an interview.

This is one of the main causes of ‘no-shows’, which is a real problem in the recruitment world.

It helps to send a pre-interview email containing any important information they need to know.

This could include travel tips, a detailed schedule, links to your company’s website and a recap of what a candidate needs to bring.

You didn’t highlight your company culture

When a candidate joins a company, they want to be a part of a positive company culture.

Somewhere they can excel and form strong relationships with their colleagues.

Getting this across starts before they even hit apply.

The job advert is your first opportunity to showcase your company values and mission.

You can also use it to tell professionals what personality traits they’re looking for.

This will give them a chance to see whether they’re a good fit or not.

When it comes to the interview stage, arrange a tour with a current employee for every candidate.

It’ll not only allow them to see behind the scenes, but it’ll also enable employees to make their judgements on the candidates too.

A lack of feedback

During every stage of the hiring process, you must offer feedback.

Again, this is a way of being transparent and keeping candidates updated at every stage.

If you find yourself getting calls or emails from candidates checking in on the status of their application, this is a tell-tale sign that you’re not being proactive enough.

If you have a spare few moments, give them a call.

Trust me, it’ll go a long way.

Final thoughts

At the end of the day, all of these reasons why candidates drop out of your hiring process comes down to the candidate experience.

From the moment they see your advert right through to accepting an offer, you must treat candidates like royalty.

Remember, it’s not just you making a decision – they have to like your company too.

Address these details and you’ll be able to attract and hire top candidates time and time again.

Need some help recruiting? Then check out our new AdBuilder platform here.

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James Ball
Written by James Ball

James is the founder and owner of AdBuilder and a recruitment expert from Sutton Coldfield in the UK.  He regularly advises companies on how to improve and get the maximum ROI from their recruitment processes and advertising.

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