by Melissa Bissing on July 30, 2018
2 min read
So, what keeps candidates from staying engaged in your hiring process? Here are four hiring process situations sure to be candidate conversation-stoppers.
Here’s a question that may keep you up at night: Why did that great candidate drop out of our hiring process today? Sometimes that answer is clear, like inflated salary expectations, or a candidate simply using your interest as a negotiating point with their current employer. However, sometimes the answer isn’t clear, and if you don’t have a candidate feedback mechanism, you may never know. Frustrating for sure, and also costly. You’ve invested your time and resources, and you may have external costs like a background check or assessments as well. As your TA team becomes more data-centric and better able to measure the costs of drop off, concern about drop off rates may put you under pressure.
So, what keeps candidates from staying engaged in your hiring process? Here are four hiring process situations sure to be candidate conversation-stoppers:
Modern candidates do a lot of research prior to their decision to engage with you. They’re reviewing your company website. If they can’t find the information they’re interested in, or the job description is long, but doesn’t give good insight into the job, causing candidate conversation-stoppers.
According to Jobvite research, 60% of candidates drop out of the hiring experience due to complex online applications. If your application process falls into this category, see if you can shorten it up. Collect some of that information at a later time. Use the 2017 Talent Board CandE research as a benchmark: 33% of candidates who participated in the CandE program said the online application took 15 minutes or less to complete.
They’ve won an interview but now you’ve asked them to take time off work for an on-premise interview. Or, the interview times you’ve offered don’t mesh with their schedule. This roadblock is easy to get around with interviewing technology. Invite candidates to self-schedule for a live interview at a convenient time. Or, ask them to complete an on-demand interview outside of regular business hours. Either way, they can participate using their smart phone, PC or mobile device from any location.
It takes time and resources to manage your online reputation, but the alternative could be worse. More than half (55%) of job seekers abandon applications after reading negative reviews online. On the other hand, 69% of candidates are likely to apply to a job if the employer actively manages its brand, according to Glassdoor. Don’t stress – a weak or negative reputation can be overcome if you make it a priority.
The good news is your candidate experience is in your hands. If candidate conversation-stoppers are high, consider supplementing your current metrics with some additional tracking. The data may illuminate where in the process you are losing the most candidates.
You can also start asking for candidate feedback at one or more points in your process. The Talent Board’s 2017 research indicates companies with an award-winning candidate experience provide candidate feedback opportunities. It’s a win-win strategy that can help you keep more candidates engaged as they move the path to your job offer.