Hiring new talent is often a challenging responsibility within any organisation. Candidate dropouts during the hiring process are increasingly common and can be costly in terms of both time and resources.
In fact, nearly 60% of job seekers abandon online applications due to their length or complexity. Additionally, LinkedIn’s Global Talent Trends Report shows that 80% of companies prioritise improving candidate experience to attract better applicants and reduce dropout rates.
By optimising the hiring process, companies can reduce dropout rates and attract the best candidates, creating a smoother experience that reflects well on the company and keeps applicants engaged.
Here, we explore how to streamline your hiring processes and minimise the risk of candidates dropping out.
Simplify and Clarify Job Descriptions
First impressions matter, and in many cases, a job description is the first point of contact between your company and a prospective candidate. A clear, straightforward description helps avoid candidate dropouts due to misunderstandings or misaligned expectations.
According to a report by Glassdoor, 51% of candidates are more likely to drop out if they feel the role wasn’t accurately described. Avoid jargon, be direct about the role’s responsibilities, and highlight essential qualifications.
Tip: Include information about the hiring timeline, process steps, and decision-making criteria in the job description itself to keep candidates well-informed from the start.
Cut Down on Process Length
A lengthy recruitment process is one of the main reasons candidates drop out. CareerBuilder reports that 49% of candidates abandon a lengthy recruitment process in favour of a quicker one.
Long waiting times between interviews, assessments, and feedback can cause applicants to lose interest or accept offers elsewhere. Review your process steps to determine if each stage adds value. Eliminate unnecessary steps to reduce the overall time from application to offer.
Tip: Use automated scheduling tools to book interviews quickly and send out feedback promptly. When candidates know exactly when they can expect updates, they’re more likely to stay engaged.
Invest in Automation to Speed Up Screening
Automating early stages, such as CV screening or initial qualification questions, saves your team time while maintaining accuracy and consistency.
According to a survey by Jobvite, HR professionals report that automation tools speed up the hiring process by as much as 80%. An AI-powered screening tool, for example, can assess key criteria from CVs to identify key candidates quickly and fairly. Automation also ensures that each candidate receives timely responses, which positively impacts their perception of your organisation.
Tip: To further personalise the experience, use automation to schedule introductory emails or send thank-you messages after applications are received. Small gestures like these can help retain candidates’ interest.
Communicate Clearly and Regularly
Candidates often feel overlooked when they don’t hear back from prospective employers. According to Talent Board’s Candidate Experience Research Report, 65% of candidates say they never hear back after an interview, leading to a negative impression of the company and increased dropout rates. Candidates who may dropout now because companies have ghosted them may never apply again for roles in the future, meaning employers may be missing out on some high-skilled individuals.
Keeping applicants updated at every step builds trust and reduces the likelihood of having to face candidate dropouts. Even if there’s a delay in your process, letting candidates know that you’re still considering their application keeps them engaged and reassures them of your interest.
Tip: Implement a communication schedule with candidates. For example, after an interview, send a message with a realistic timeline for feedback, or give an update if there’s any change.
Offer Virtual Options for Interviews
Since the pandemic, candidates expect flexible interview processes, including the option for remote interviews. Research suggests that 80% of candidates prefer companies that offer virtual interview options. Offering virtual interviews makes scheduling easier and more convenient for candidates, particularly those who may need to travel or have busy schedules.
Tip: When conducting virtual interviews, ensure they’re professional and well-structured, just as you would with an in-person interview. Set clear expectations for the interview length and any technical requirements to create a smooth experience.
Tailor Assessments to the Role
While skills assessments are often valuable, irrelevant or excessive assessments can drive candidates away. According to Indeed’s Hiring Lab, over 60% of candidates say they’ve abandoned an application process due to a lengthy or irrelevant assessment. Be intentional with the assessments you include. Tests that align closely with job requirements give candidates a sense of the role while avoiding unnecessary hurdles. Keep assessments brief, clearly communicate their purpose, and let candidates know how results will influence your hiring decisions.
Tip: When possible, limit assessments to one session and offer timely feedback on candidates’ performance to show your respect for their time.
Provide a Clear Path Forward
Finally, don’t leave candidates wondering what comes next. Candidates who feel well-informed about the hiring process are 2.5 times more likely to complete it.
Clearly outline each stage of the process, from initial application to offer, so candidates know what to expect. Provide a specific timeline, describe each step, and let them know how they can prepare. When candidates see a structured plan, they’re more likely to stay engaged and feel committed to the process.
Tip: During interviews, explain the final steps, including how soon a decision will be made and how the offer process works. Simple information like this can reduce uncertainty and increase commitment.
Partnering with us to Avoid Candidate Dropouts
A streamlined hiring process doesn’t just benefit candidates – it’s a win for companies as well. By simplifying job descriptions, cutting down on unnecessary stages, and improving communication, you can keep candidates engaged and excited to work with you. In an increasingly competitive hiring market, optimising these processes helps ensure that talented candidates choose your organisation over others.
We understand that streamlining your recruitment process in-house can take up valuable time that could be better spent on other areas of your business – and that’s where we come in. With access to a broad network of highly skilled professionals, we connect you with exceptional talent while ensuring a seamless experience for both employers and candidates. From sifting through initial CVs and presenting only the most qualified candidates, to arranging interviews and maintaining regular communication with applicants, we handle every detail so you don’t have to.
Take the time to review and improve your hiring process to create a smoother, more effective experience that respects candidates’ time and leaves them feeling positive about your organisation. It’s a strategic investment in your company’s future that pays off in both quality hires and long-term employee satisfaction.
If you’re struggling with candidate dropouts and would like to talk to one of our recruitment experts about how we can help, you can give us a call on 0161 870 5000, or you can book an initial discovery call at a time that suits you here.
