As a Recruitment business, we know it can be frustrating when your candidate of choice drops out at the last minute. In most cases, they have simply chosen to take a different position. Even worse, it could be with one of your competitors.
Fortunately, there are ways for us to prevent this from happening. And steps can be taken from the very start of the process. Read on as we explore how to reduce the number of candidates backing out of the recruitment process.
A candidate-driven market
We’re increasingly seeing a job market that’s candidate driven. Low unemployment coupled with increased awareness amongst candidates about the employer brand has finding the perfect person for the job even tougher. The top candidates have no qualms in pursuing multiple recruitment processes at the same time. After all, it’s the best way to find the right role for them if they have the time and energy to do so.
Unfortunately for employers, that means more individuals backing out at the final stages of recruitment. In some cases, candidates may even verbally accept a job offer before deciding to take up another role. And there’s absolutely nothing wrong with declining a job after initially accepting, ethically speaking.
That doesn’t change how frustrating it is for businesses though. Having invested a significant amount of time and effort into recruiting the right candidate, they’re now back to square one – or worse, having to compromise and hire the ‘next best’ candidate.
Preventing candidate rejection
There’s no way to avoid candidates changing their minds altogether. As an employer, you have to accept that candidates will likely be considering other roles and opportunities. However, there are several steps you can take to put yourself above other employers, remain competitive and minimise the risk of rejection.
1. Consider salaries
First and foremost, consider the salary you’re offering. 61% of job seekers reported a better salary as their reason for taking a new job. And there’s no reason this would be different when comparing job offers during a recruitment process.
Offer a competitive salary, taking the role, the type of candidate and the location into account. Interesting benefits and perks are another way to attract candidates, such as gym membership, healthcare, free parking, paid team events and birthday or Christmas bonuses.
2. A valuable experience
While money is always important, potential employees are still looking for the right working experience. One theory, supported by Deloitte, is that the workforce is becoming more concerned with working culture, growth and a healthy work-life balance. Here are some ways to tick those boxes when recruiting:
- Growth – Be clear on the growth prospects within your company, with examples of how you promote from within and help staff develop while working
- Flexibility – The dynamic, fast-paced business environment often requires long hours from employees. Flexible hours or the opportunity to work from home are some of the ways businesses can help employees maintain a good work-life balance
- Culture – Create a strong, positive working culture where staff feel a sense ofaccomplishment, undertaking meaningful work. Employees who share your values will flourish in their roles
Proactive communication is always important in recruitment. Candidates should be respected, with updates from the client throughout the process. Start by letting them know what they can expect from the process and be sure to inform them of the outcome of their application or interview in a timely fashion.
Understandably, the requirements of your business are fluid – they can evolve and change over time. But it’s important to communicate this with recruiters and candidates quickly, so nobody is left waiting longer than necessary. Hilary Rundle, Director at Bis Henderson Recruitment understands that “this is not just a sector specific issue. Clients are continually missing out on their candidates of choice because their own internal processes are too slow. This does not give a good impression to the candidate, and can also put the working relationship off to a bad start”.
The more open and frequent you are with communication, the more you create a collaborative environment. This keeps candidates engaged and speeds up the whole process.
4. Act fast
Speed isn’t just a positive for your business because things get done quickly. It can also help you secure the best candidates. More than half (54%) of HR directors have lost a qualified candidate because their in-house hiring process was too lengthy.
Avoid this by streamlining your recruitment procedure. Recruitment agencies like ourselves can help you plan out the whole interview and selection process, setting time aside for every step to remove any needless delays. This way, your ideal candidate is less likely to become disengaged and accept an offer with the competition.
Working closely with recruiters
The prevalence of candidate rejection indicates just how tight the market has become. And it underlines the levels of time and focus required to hire the right individuals for your business. Now more than ever, businesses need to work closely with recruiters to successfully attract, secure and retain the best talent.
Experienced recruiters know what to look for in a candidate CV, so they can reduce the time it takes to filter and shortlist interviewees. With a large network of professionals and the right recruitment know how, they can go about finding a long-term fit with no delays or setbacks.
As specialists in Supply Chain, Logistics, eCommerce, Procurement recruitment our experienced team completely understands the changing market and the fluctuating needs of our clients. We’re well placed to help clients seeking to work with a professional recruitment partner, and who want access to the largest network of exceptional talent in the industry. Contact us to speak more about your options.