Why do good candidates drop out of the recruitment process?

March 14, 2017 — Leave a comment

My whole world is falling apart!Recruitment can be stressful, costly and inefficient – and many good candidates are slipping through the net. So maybe you need to change your application process.

Empathise with applicants

Candidates hate filling application forms, whether applying for a position directly on your website or via a job board. Of course recruiters want to glean information but it shouldn’t be an endurance test. Impersonal recruitment processes can be obstructive and many candidates will simply drop out if you force them through too many hoops.

At the initial stage, applicants may not have emotional attachment to your brand, so simplify your application process to keep them engaged. Take a moment to apply for one of the jobs listed on your site – you might be in for a shock. If the form is long and tedious, you need to change it.

Don’t rely on robots

Applicant tracking systems (ATS) may seem like a no-brainer for quickly eliminating candidates who don’t have the right skills and experience. But beware, many active job seekers know how to beat the system and embellish their CVs with keywords to pass the first sift. While others, often the more sought after talent, don’t spend enough time on their CV to add keywords that can be searched on by an ATS system. There is no substitute for human judgement, particularly when assessing intangible ‘soft skills’.

Beware of one-click job applications

Most job boards enable candidates to apply for multiple ‘suggested jobs’ at the click of a button. This easy process results in many users clicking the ‘Apply’ button without knowing anything about the employer and/or job. It’s not surprising that so many job applicants are unsuitable. There are many cases when candidates can’t even remember what jobs they applied for.

Don’t keep candidates waiting

Good candidates have limited time for applying and interviewing. They are busy in their jobs and expect the recruitment process to be straightforward and efficient.

If you are going to phone screen or meet candidates in person, make sure you provide sufficient scheduling options, and bear in mind that many candidates request interviews to take place out of office hours. When candidates come to interview, don’t keep them waiting and don’t drag out the interview process. It leaves a lasting negative impression of your organisation.

 

Rupert Sellers

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I spent most of my career in luxury hotel management which included senior roles with Ritz-Carlton and Four seasons, before specialising in recruitment 12 years ago. In 2012, I launched Compact Interview which enables employers to screen candidates directly with customised video interviews. Our privately held company is based in Shoreditch, London.

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