Recruitment | 4 Reasons Why Candidates Drop Out

Recruitment | 4 Reasons Why Candidates Drop Out

27th Nov 2015

The competition for candidates with rare skills is intense. Some specialist areas have few qualified candidates and many companies are desperate to hire them. The key challenge for most organisations at the moment is the ability to attract, engage and hire the best people. People are the most important factor in the success of organisations.

However a lot of organisations do not fully understand how to successfully hire the best people. They invest a lot of time and money in the recruitment process only to see the best candidates drop out during the recruitment process.

They need to stop making these 4 big mistakes:

  • You don't promote your employment brand: candidates have a choice of where to work and will scour the internet for information about your organisation, starting with the company website and social media channels before moving on to review sites like glassdoor. 

            Make sure that these channels all promote and accurately reflect your             employment brand. Share pictures, videos and employee interviews to give             the best picture of a firsthand view of life at your company.

 

  • Poor Candidate Experience: candidates are evaluating your organisation just as much as you are evaluating them. A poor experience during the recruitment process turns them off. Ensure that your recruitment process from sourcing to onboarding is slick and well organised. Conduct regular studies and feedback from recent applicants and new hires and identify areas which can be improved.

 

  • Hiring Process Too Slow: a slow recruitment process causes candidates to disengage, particularly if they are applying for jobs elsewhere. Ensure that the recruitment process moves along swiftly and if there are any delays, communicate with the candidate to fully explain these.

 

  • Job Offer Too Low: whilst a low offer is not necessarily a deal breaker, care should be taken to ensure that job offers are competitive with other comparable employers. It is essential to develop a strategic compensation plan based upon available salary data and employee perks and benefits that reflect company culture. Try to understand candidate motivations for joining your organisation. You should let them know that you are excited to have them on board and that your offer is too good to refuse.

 

            

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