Understanding Candidates Dropping Out and Strategies to Reduce It
You sort through resumes, schedule interviews, the candidate clears the interview, you narrow down your top pick, and negotiate the offer. If the candidate accepts it, great! But if they decide to drop out, you’re back to square one. It is frustrating when you have done everything right, giving it your all moving top candidates through the hiring pipeline only for them to slip through the cracks.
Candidate dropouts are a major challenge for companies with studies suggesting that 70% of the candidates consider dropping out of the hiring process and 26% actually do. It takes a financial toll on the organization and an emotional toll on those involved in the hiring process. All the efforts you’ve put into trying to find the right talent have gone to waste. This struggle with candidate dropout remains a constant source of stress for the hiring team. But here’s the silver lining- understanding why they leave the process and what you can do about it will make all the difference.
What Causes Candidates to Dropout of the Hiring Process
Poor Communication
According to Monster Work Watch Report, 47% cited that the top reason why candidates pull off their candidacy is because they’re left in the dark. Whether it’s lack of updates about their status, not responding to messages quickly or at all, the role doesn’t actually match the job description, or not being transparent about the timelines and the process. Whenever you’re interviewing someone, it’s best to give them a realistic preview of the job, be transparent, and keep them updated. Even when you’re juggling hundreds of applications, be responsive to avoid communication breakdowns.
Lengthy Hiring Process
According to reports, it can take almost up to 44 days to hire an employee. The same study also suggests that the interview process takes an average of 23 days and top candidates are available only for 10 days before getting hired. If a talent is on top of your list, the talent could be a priority for your competitors as well. So, if your hiring process takes too long and you don’t facilitate quickly enough, or drag out the process, the competition will snatch them away.
Time Constraints & Competitive Pay
Most candidates have multiple commitments- managing personal responsibilities and are currently employed while actively looking out for other opportunities. If your process has an assignment that will take a couple of hours to complete or has a long and complex application, they are more likely to prioritize other opportunities that do not take up too much time. And with how easy it is today for candidates to network with many companies locally and internationally at the same time, if they get an offer with better pay or if the other organization responds quicker, they will drop out of yours in favor of another.
Mobile-friendly Compatibility
These days most people use their mobile device while applying for jobs online, and studies show that one-third of mobile applicants simply drop out of assessment if it isn’t optimized for their device. While the same study found that this is less significant for managerial positions compared to entry-level positions, if your workflow isn’t mobile-friendly, you could be missing out on quality hires. So, consider optimizing your platform to make it easy for candidates to apply from any device.
How to Reduce Candidate Dropout Rates & Keep Them Engaged
Post covid, most organizations have transitioned to virtual hiring. This has opened up a larger talent pool and reduced the time of hire. What this also means is that candidates can connect with multiple companies at the same time. They may be interested one day and the next day they may already have an offer from a different company. This puts immense pressure on the hiring team, and there is a need to redefine the application process to keep potential candidates engaged and interested.
While there is no one-size-fits-all solution to reduce the candidate dropout rate, HR professionals can take initiatives to improve candidate experience and the overall hiring process.
Streamline & Simplify the Applicant Workflow
You don’t want the application process to seem like a massive maze for the applicants to navigate. A complex process will only increase the dropout rate. So, simplify the process, avoid repetitive tasks, and make it user-friendly and engaging. Instead of lengthy assignments, conduct an initial screening to test their skills and cultural fit, then move forward. Invest in recruitment tools (if you haven’t already) to track candidates, keep the data organized, and stay on top of the hiring process.
Keep them Engaged
Maintain transparent and consistent communication with the candidates, updating them about the timeline of the application process. Studies have found that 41% of applicants say that lack of communication is the most frustrating part of the recruitment process. If they don’t know where they stand or feel that you’re not interested, they’ll probably start looking elsewhere. When possible, provide constructive feedback on their performance to help them understand what went well and the areas they need to work on.
Evaluate Your Hiring Process
Map out each stage of your hiring process and try to identify where the candidates are dropping off. Identify the areas that may be causing delays, confusion, or frustration- such as lengthy application forms, slow response time, or multiple interview rounds. For instance, if multiple interview rounds are causing bottlenecks, consider hiring tools for assessments. These tools give access to data-driven insights into the candidate’s skills, fit, and potential job performance. This will not only reduce the dropout rates but will also widen your talent pool.
Additional reading: How to Prevent Last-minute Candidate Dropouts
Bottom Line!
As you focus on reinventing your recruitment process to reduce the dropout rate, take a moment and try to see things from their perspective and remember what it was like to be in their shoe. Also, consider the fact that they are assessing the organization as much as you are evaluating them.
And if a candidate decides to drop out at any rate despite all your efforts, ask this question. Were they a top-tier contender? If yes, reach out, have a conversation, and try to bring them back into the pipeline. If not, understand that a certain level of candidate dropout is healthy to maintain a strong talent pool.
FAQs
What is the meaning of a dropped-out candidate?
A “dropped out candidate” refers to a candidate who decides to withdraw or pull out of the hiring process before it’s complete. This could happen due to various reasons.
What are the main challenges causing candidate drop?
The main challenges causing candidate dropout include poor communication from employers, lengthy hiring processes, time constraints, and competitive pay offers from other companies. If candidates feel left in the dark or have to wait too long for a decision, they’re more likely to lose interest and move on to other opportunities.
There are also factors beyond recruiters’ control, such as candidates losing interest in the role, negative feedback from former employees altering their perceptions, relocation requirements, or personal circumstances.
How can companies improve candidate experience to prevent dropouts?
Companies can improve candidate experience by streamlining the application process, making it simpler and quicker. They should also communicate consistently, keeping candidates informed at every stage. Providing feedback and keeping them engaged can further enhance the experience, showing candidates that their time and effort are valued.
What is the dropout rate for candidates?
The dropout rate varies, but studies suggest that 70% of candidates consider dropping out of the hiring process, and 26% follow through. This highlights the challenges companies face in keeping candidates engaged throughout the process.
How can you deal with counter offers that candidates get?
If you ever find yourself in this situation, think about what you can do to sweeten your end of the deal. If you have the budget, counter their counteroffer with yours. You can also highlight your company’s unique benefits. Even if you cannot make another counteroffer, it doesn’t mean that all hope is lost. Money is only one of the many reasons they have to consider before making the final decision.
