Introduction

As we know, recruitment has many stages and every hire can look very different.

Sometimes, we find the right person quickly and the hiring process moves along smoothly and positively for everyone involved. However, it doesn’t always happen like that.

There are lots of reasons a recruitment process can take longer than expected. Hiring managers may be on annual leave, applications may still be coming in, internal decisions may take time, or there may simply be several people involved in the decision-making process.

While some days are unavoidable, there are still things employers can do to make sure candidates feel informed, expectations are clearly managed and, most importantly, that great candidates don’t lose interest along the way.

Here are 5 reasons candidates walk away from opportunities and what employers can do about them

1. The recruitment process takes too long

While a great candidate who is passionate about the role and company is likely to wait for you to make your hiring decisions, they may also have other opportunities in the pipeline.

Long gaps between interviews, delayed feedback or too many stages can leave candidates feeling uncertain about where they stand. Even when a delay is unavoidable, a lack of communication can make candidates feel undervalued or question how interested the business really is in hiring them.

In an ideal world, the recruitment process moves along at a reasonable pace. Where delays do happen, a simple update, even if nothing has changed, can reassure them in the meantime.

2. The role isn’t what they expected

If a candidate applies for a role, they will have read your job description, considered the benefits and salary before making the decision to apply.

With this in mind, it is a really good idea to create a well thought out initial brief for the role before landing on a final job specification.

It’s important that the duties, responsibilities and skills required are clearly outlined, alongside practical details such as working hours, locations, salary and expectations around the role so that there are no surprises later.

It also makes sense to use preliminary calls to make sure these expectations are aligned from the beginning. The more honest a conversation is at the start, the less likely there are to be surprises later.

3. Poor Communication

If you’ve worked with us as a client or as a candidate, you’ll know that at Thompson & Terry Recruitment, we place a high value on excellent communication.

Candidates want to know what’s happening at each stage, when they will hear back, what the next steps are and whether there’s any feedback.

Even if there is no news, it can be reassuring as a candidate to hear that. Being kept up to date means they’re not left second guessing their chances or wondering whether the opportunity is still open.

Some of the feedback we’re most proud of isn’t necessarily about securing the role our candidates, it’s about how informed, supported and prepared they felt throughout the process.

4. They don’t see themselves fitting into the business

As the process moves along, not only are you getting to know the candidate and assessing their fit for the role, but they are also learning more about your business and culture.

The role may be perfect for them on paper, but how you communicate your team dynamics, values, working environment and development opportunities can all influence whether they can see themselves working for you.

Sometimes, a candidate simply isn’t the right fit for your business, and that’s okay. However, sometimes a candidate may walk away because they haven’t been given a genuine opportunity to understand what your business is really like.

This is where meeting the team and experiencing the working environment can be particularly valuable. An in-person interview, where appropriate, can give candidates a much better sense of the people they could be working alongside and the culture they would be joining.

5. Another opportunity gets there first

This one may seem obvious, but great candidates are often exploring more than one opportunity at a time. For candidates who are between roles, financial pressures or the need for a quick start date can mean that timing becomes particularly important.

This means they may accept another offer simply because that opportunity moved more quickly, even if your role was the preferred choice.

It doesn’t always mean your opportunity wasn’t attractive enough. It could simply be that you didn’t keep the candidate informed about the expected timeframes and they decided to move forward with another opportunity rather than wait to hear what happened. This is why having a clear recruitment process, communicating regularly and knowing what decisions need to be made can help you avoid losing a great candidate.

So, how can employers keep great candidates engaged?

Recruitment processes are different for every business and sometime delays are unavoidable. However, there are simple things employers can do to make sure candidates remain engaged throughout.

Be clear.
Make sure candidates understand the role, expectations and next steps.

Communicate.
Keep candidates updated, even when there isn’t an update to give.

Move with purpose.
Avoid unnecessary delays and make sure everyone involved knows what needs to happen next.

Be honest about the role.
The more realistic the picture, the more likely you are to find someone who genuinely wants the opportunity.

Show candidates why they should choose you.
Remember that recruitment works both ways. You’re assessing them, but they’re assessing you too.

As always, if you need any advice or support with your recruitment, don’t hesitate to get in touch with the Thompson & Terry Recruitment team. We’re happy to help.

TEL: 01235 797 177 
E: jobs@thompsonandterry.co.uk