Hiring someone new for your organization is a challenging step. Right From first posting a job post on various platforms to finally get well qualified candidates. It takes a lot of time, but when candidates drop out of the hiring process, it can be quite annoying.
When HR recruiters recruiting for an open position, few things are as worse as investing a huge amount of time and effort in interviewing candidates, only to have them drop out of the hiring process. It can be very frustrating for the hiring team.
To minimize the possibility of candidate dropouts, we have to find out the reasons behind this.
Here is the Few Reasons Behind Broken Hiring Process –
1. A Complicated and Long Application Process
Candidates first come to know about your company through your application form. So it is important to keep it as short and simple as possible. If it takes more time than usual, applicants lose interest and leave the form incomplete.
An application form should be easier and shortest to fill. It is considered that generally the form that takes more than 5-10 minutes is the longest one.
You can ask further questions in other interview rounds. You should make every possible effort to make this process easy and convenient.
2. Hiring Process Should Be Candidate –Centric
We all love to get attention so the same is the case with candidates, if we give them proper attention like timely replies to their phone calls and messages, then they are more likely to stick with us till the end of the hiring process.
Candidates who don’t get timely responses will eventually move on to other .So, you must train your hiring team to be more actively responding to calls and messages.
There are so many automatic application tracking software’s present in the market, with the help of such software’s we can make our work a little easy like they will auto send the reply to the mails and messages.
Positive experience of candidates can go a long way in preventing candidate dropouts.
3. Candidate Feedback is Must
An organization gets thousands of applicants during the hiring process. We can also give them a short feedback form at the end of the interview process, so that we can get their feedback.
Such feedback helps you to know the points on which we should work positively. So that we can improve our Hiring process.
4. Your Company’s Online Presence is Missing Somewhere
Your company’s career page reflects your company .It can serve as a reason to stay engaged in the hiring process — or to drop out of it. Whether candidates come to know about your company after finding your job post or want to know more about you after receiving your Mail, then they will check your page. So make sure that your page should be that effective that they will take the next step with you.
Nowadays, before joining candidates check the reviews and ratings of your organization .So it must be good and your online activities should be active.
To improve your activities, make sure to add all the important information like perks and benefits on the page. It should leave a positive impact on candidates. Share real pictures of your workplace.
5. Your Interview Experience Needs Improvement
Candidates may also leave the hiring process incomplete due to bad experiences with your staff. Sometimes candidate’s feel left out due to the recruiter’s rude behavior.
Train your Staff – To make sure candidates leave their first interview excited about the opportunity, host interview training with hiring teams. At the session, review behavioural interview questions, how to answer candidates authentically and the importance of nonverbal communication.
Candidate Enthusiasm -Before the interview, give the overview to candidates the names and titles of people they will meet, include directions to the office and send an email to build excitement. On the interview day, a person should be assigned to greet each candidate. Even if they don’t accept, they may think of your company for future opportunities, or share their experience
6. Customer Support Mind-Set is Missing
Candidates who don’t hear from your company in a timely manner are likely to lose interest. Sometimes candidates will have to wait for 2-3 months after submitting an application, but these are not the good signs.
Candidates should be engaged by following the lead of your customer support team and implementing a plan for customer communication.
Acknowledge every application that has been sent to you through email and thank candidates for applying. Establish a protocol to respond to all the messages within 24 hours.
To create a positive experience and prevent drop-off, never leave candidates wondering about their status with your company.
7. Your Job Posts Are Missing The Informative Part
Job Descriptions are mainly focused on what companies want from their employees.But same is the case from other side candidates also want to know about the company.
They also want to know the details around compensation and benefits. They want to hear what the day-to-day experience will be like, of course. But first, they need to know if the salary will be financially feasible for them.
Conclusion –
You can’t stop candidates from walking away from the hiring process. It is going to happen at some point. Some reasons may be beyond your control. They may get a better offer or may opt out due to personal reasons. In such cases, you have no choice but to accept it.
More importantly, if any of the reasons for candidate dropouts discussed in this article, apply to your existing hiring process, you must take corrective measures immediately.
We hope this article will help you step up your recruitment game. Recruitment can be extremely challenging, and yet, for HR services / team, few things are as fulfilling in their jobs. By taking a few steps to avoid the issues mentioned above, you can strengthen your hiring process to a large extent.
