Why you’re losing candidates in the interview process
In a candidate-driven market, there’s a possibility that candidates may withdraw their applications, or drop out between the initial interview and the final offer.
While sometimes unavoidable, here are some insights as to why this may be the case:
The interview process is too long
Ensure you create a recruitment interview process that doesn’t drag on across too many stages. A longer hiring process can make it harder for you to hold onto candidates throughout as other opportunities may pique their interest along the way.
If for some reason, the process has to be extended, make sure to stay in contact and communicate clearly with candidates you may have a high interest in. Make sure they feel seen and heard.
Pro tip: If you’re not sure how best to structure the initial candidate interview, check out this great resource we created just for you! An interview guide for businesses.
Slow decision making
As we know, it’s a competitive market out there and good candidates will get snapped up quickly if you don’t act fast!
While it’s important to make an informed, well thought out decision, that shouldn’t come at the expense of your candidates time. Good candidates will respect the process but they won’t hang on the line indefinitely.
Embed procedures into your recruitment strategy that streamline the decision-making process and keep your team on track. Working with a specialised recruitment agency or similar is a great way to strengthen your time management and make it more efficient for all.
Lack of clarity surrounding the opportunity
It’s important you make the requirements and expectations of the role clear well in advance. The candidate needs to be aware of what they’re getting into and ultimately, be excited by what’s ahead.
It’s also powerful to outline any career pathways they may have available to them in the business. Candidates want to know where they stand, where they’re going and where they could get to be! Serve this up and be delighted with the increased enthusiasm most candidates will present.
Living in the past
What attracted quality candidates a few years ago is different now, especially post-COVID. To be honest, it’s in constant flux, so it’s important to stay current and keep an ear to the ground.
Not being competitive within the market when it comes to things like salary, WFH flexibility, perks and career progression is a surefire way to be left behind.
Pro Tip: For insights into what the current market is looking for when it comes to employment, check out our article “How has COVID has affected the current market?”
While sometimes in recruitment you’ll just be unlucky, the above should share insight on things to avoid, or approve on, when hiring. Minimise disappointment and maximise positive outcomes for all.
Looking to recruit right? Contact us, the deep niche, mortgage broking recruitment specialists!
Looking for some more great tips on recruitment and the mortgage broking industry? Sign up for our newsletter for monthly insights.