Have you had candidates drop out of the recruitment process at the last minute — even after receiving an offer? We’ve heard lots about the ‘Great Resignation’ – a trend that continues to persist despite the threat of a recession. But the ongoing skills shortages combined with the drop in European workers has led to new phenomenon that we are calling ‘great rejection.’
The best candidates are usually interviewing for several positions at the same time, so it’s only natural that they’ll sometimes get a better offer. However, if this is happening frequently, it could be a sign that something’s going wrong with your recruitment process. There are also certain market conditions in 2022 that mean you may be seeing more late-stage dropouts than usual — and companies that want to stay competitive will need to adapt.
What’s causing the ‘Great Rejection’?
Here are a few reasons you might be seeing more last-minute candidate drop-outs in 2022:
A candidate-led market
Today’s recruitment landscape is increasingly competitive, and the best candidates have a lot of options to choose from. Even with the looming threat of recession, the job market remains buoyant and competition for skilled candidates is still high. This means that you might be competing with several other companies for each candidate — and you won’t always have the best offer.
Increased remote work (and remote interviews)
The increase in remote jobs means that candidates have even more opportunities to choose from, since they’re not limited by geography. But even when roles aren’t fully remote, many companies are still conducting interviews remotely. This means that candidates have less to lose by applying to jobs they’re not really invested in and dropping out at the later stages.
Changing employee expectations
The world of work has changed since early 2020, and today’s candidates have different expectations. There is an increased focus on aspects like flexibility, work-life balance, and workplace wellbeing. Companies that are slow to catch up with changing expectations will likely lose out to those that are ready to adapt.
3 tips to avoid last-minute candidate drop-outs
Want to decrease your chances of having the best talent drop out at the last minute? Here are a few tips:
Make processes quick and easy
Long processes and disrespect for candidates’ time are two of the most common reasons given for dropping out of the recruitment process. To avoid this, you need to make sure every stage of your recruitment process is as simple and user-friendly as possible.
This includes creating application forms that can easily be filled out on mobile devices and eliminating any redundant assessments or checks that could be wasting time. Adding extra touchpoints so candidates understand where they are in the process can also be valuable.
Increase face-to-face interviews
Remote interviews are a practical way of saving time for both candidates and interviewers — but they should be used with caution. If possible, include at least one face-to-face interview in your process. This can help you weed out candidates who are really interested from those who are just testing the market.
Ensure perks and offers are in line with expectations
In today’s market, you won’t get far if your salary and benefits aren’t competitive. This means conducting thorough research into the standards in your industry. Communicating this information early in the process can help you avoid wasting time with candidates whose expectations don’t match yours. According to LinkedIn, 61% of job seekers would like to see salary listed in the job description — and being open here can help save time for everyone.
Making candidate engagement a focus from start to finish
Candidate engagement is the process of building relationships with candidates at every stage of the recruitment process — and it is key to avoiding those late-stage dropouts.
When you don’t take care to engage candidates, they may feel ignored or undervalued, which makes them much more likely to drop out. You can make candidate engagement a key focus by increasing touchpoints and ensuring you always keep candidates up to date, including catch-up calls with hiring managers, and showcasing your company culture throughout the process.
And following up with unsuccessful candidates is just as important: even if they weren’t the right fit this time around, those bronze and silver medallists could be perfect for your next opening.
