4 reasons why candidates are dropping out of your recruitment process

4 Reasons why candidates are dropping out of your recruitment process

These last few years we are seeing an increasing number candidates dropping out of the recruitment process, an occurrence t that has accelerated even further when the pandemic hit. More people are evaluating their current work conditions; whether they want better salary, better hours, meaningful work or better work-life balance, they are looking for a change. In addition to this new change in peoples expectations, we also have more open positions than ever, making it the toughest recruitment challenge this last decade. The one thing companies can’t afford in a tight candidate market is seeing valuable candidates dropping out of the recruitment process.

Let’s have a look at the four main reasons why.

1. Your application process is too difficult

The first crucial step for every recruiter is making sure enough quality candidates apply. So make it as easy as possible for them to apply for your open position. If they can choose between a number of jobs and your application process is too complicated or unclear for them, you won’t even know they could have been a candidate.

Some employers still believe that the recruitment process needs to be difficult so that the candidates that survive the ordeal are more likely to be driven and have perseverance. Let’s burst that bubble. The candidates that usually sit out a lengthy recruitment process are the ones with the least alternatives. The top candidates are usually off the market in 10 days.

If you want to convert more candidates, you will have to make it easy to apply, preferably from mobile devices. People spend most of their time searching for jobs on their phones so make it easy to apply instantly and have it done in minutes. Don’t ask for a cover letter (also known as motivation letter) if you don’t intend to read it or use it.

In general, if the application takes more than 15 minutes you will lose candidates.

2. Your recruitment process is too long and slow

Similar to the previous reason of having a difficult application process, the length and speed is equally important if you are seeking to hire sought-after high performers. The average time to fill a position is 42 days across industries according to SHRM, others would say 27 working days. What does matter is that candidates want it to be as fast as possible and recruiters want to do the best possible job in selecting the right candidate. In today’s job market the competition is fierce and long processes just won’t be accepted by high performers.

Factors that can cause a lengthy process are:

– too many interviewers/decision makers

– underperforming recruitment team

– understaffed recruitment team

– unavailability of the hiring manager

– large number of applicants

– lack of decision making

– inefficient interviewing techniques

A lengthy recruitment process will leave candidates thinking you are not interested in them but also will paint a picture of a disorganised organisation.

3. Your communication is lacking and not proactive

Every candidate wants to know what the recruitment process will look like. If you can’t tell them upfront like Google does, then at least explain the steps when you have your first interview. Not knowing what step is next and how long it will take will result in candidates leaving the process.

During the process the candidates want to know where they are at, what is holding up the process and when they can expect an answer. Good recruiters will tell candidates that they won’t go into the weekend without getting an update, even when there is no news at all. If you rely on candidates to call for updates themselves, you show a lack of respect and interest. The sought after candidates will choose an employer who really wants them.

As a recruiter and employer you should treat your candidates more like customers. How long would your customer service team keep a customer waiting? Similar to customers, you should keep your candidates engaged and interested.

This report found that 47 percent of candidates were left waiting two or more months for a response after submitting an application.

So treat candidates like customers and be responsive. Reach out to them with updates, better to give more updates with limited news than not having an update.

4. A lack of candidate experience

Too many candidates have an unexciting…. or ….lackluster…or uninspiring interview, and often feel like they are not seen or treated with respect for the time and effort they put into this application.

Make sure your recruiters are engaging with the candidates, make them feel welcomed when they come for an interview,  and certainly don’t let them wait for hours or have interviews interrupted by work stuff.

Since you don’t know which candidate will be your new employee, you need to treat all of them with the same respect you would do with paying customers. By doing so you will create a better employee experience, build on your employer branding and eventually be hiring a pool of engaged employees who will change your culture. The candidates that aren’t hired will leave with a great feeling, will tell others about the company and encourage them to apply and maybe even become customers and buy your service or product.

Create a positive candidate experience and this will prevent them from dropping out of the process. This is the first step in your employer branding because that candidate experience will flow into the employee experience.

Conclusion

These are the 4 main reasons why candidates are dropping out of your recruitment process and how you can start preventing that. Candidates will form an opinion about your company based on what they are experience during their interaction with you. Any employer branding strategy needs to start with the recruitment process, it’s the first impression your company is making and you have just one chance of making a good one.

A better way to understand how your recruitment process is perceived is by asking for feedback. So start collecting candidate feedback by doing surveys and ask new hires about their hiring experience and onboarding process.

Staff Indicators can help you with gathering this information fully independently and guaranteeing anonymity to candidates and new hires. We analyse and audit your processes, and provide practical recommendations to improve your recruitment and onboarding processes.

Check out this data from Talent Board’s 2021 Candidate Experience Benchmark Research Report for more in-depth analysis.

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