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Five reasons candidates drop out of the recruitment process



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You don’t want top talent slipping through your organisation’s fingers because of an unwieldy or unprofessional hiring process.

According to Hadleigh Fischer, a consultant at executive finance search firm Sharp & Carter, “Candidates will often opt out due to a lack of understanding”.

An up-to-date communication model and efficient timelines not only gains the attention of the best talent, but also keeps them interested. Here are some tips to help you refine your recruitment process.

Make sure your ads are professional

First impressions count. Just as you would pass over an applicant with an error-ridden CV, candidates will cool on ads full of spelling errors, missing incorrect contact details or information about the organisation that is just too generic.

While they might be enticing perks, it’s not all about free finger food and foosball tables. So ensure you provide essential details about the size and scope of the company and a concise description of the role you are advertising.

Streamline recruitment timelines

Long-winded hiring processes are possibly the most common reason candidates drop out. If you’re managing the recruitment drive at a snail’s pace it will either make candidates think that you are not interested or that your organisation is disorganised.

It’s a must to have application processes that are online and smartphone-friendly – especially if you want to attract today’s tech-savvy talent pool.

Communication is essential

In today’s competitive climate, developing a customer-service mindset will work in your favour, so establish company-wide protocols that give candidates an enriching experience.

You don’t want to lose people before they have even been interviewed so ensure you clearly articulate time estimates for each phase of the process. After the first interview “make a quick call to say how they fared and whether you are still interested”, advises Hadleigh.

Don’t overdo the interview

To minimise drop-offs, particularly for candidates with highly in-demand skills – who are being courted by numerous companies – it’s essential to move quickly through the interview phase.

As a general guide, Hadleigh suggests “two interviews are standard and for more senior roles perhaps a third meeting with a senior stakeholder”.

Sell your brand

OK, every company can’t be a Google, but in today’s uber-competitive market, you’ll stand out if you offer candidates something other organisations don’t. So seize the recruitment process to showcase the benefits of your brand. If you can, create engaging communication tools such as recruitment blogs or social media platforms.

In this way, you can highlight all the entitlements and opportunities that the organisation will provide the successful candidate.

Parts of this article were first published on seek.com



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