By Tori Paterson, Tomahawk Recruitment, August 26, 2019
In this past week, I’ve had a number of people share with me their frustration on managing a lengthy (aka expensive) recruitment process only to get to the final stages and have the preferred candidate(s) withdraw.
Here are my top tips on how to mitigate the risk of candidates dropping out of the recruitment process:
Be clear and real on what the role is
Define your recruitment timelines and stick to them
Communicate, communicate, communicate
Don’t over interview
Have a salary conversation early in the process
Don’t get fixated on one candidate
7 Ways to Avoid Candidates Withdrawing from the Recruitment Process
1. Be clear and real on what the role is
Make sure your job ads are clear and realistically represent the roles, responsibilities and expectations. Paint a picture of what a day in the life of the role is like. It’s tempting to want to ‘sell’ the role, but this is a sure-fire way to lose people throughout the process as the reality reveals itself.
2. Define your recruitment timelines and stick to them
Lengthy recruitment processes are off-putting to candidates and gives the impression that a. you’re not that interested, or b. your organisation is disorganised. Remember the recruitment process is your opportunity to make a lasting first impression.
3. Communicate, communicate, communicate
As with most things in life, communication is key! Communicate when you say you’re going to (i.e. I’ll update you tomorrow), communicate when something changes and communicate when there’s nothing to communicate (i.e. I want to touch base and let you know that there’s no news but…..)
4. Don’t over interview
We’ve all been there, having gone through a recruitment process of 2-3 interviews plus some testing, only to be told that yet ‘another interview is required’, is off-putting! I have withdrawn from roles for this reason and other people do too.
5. Be transparent
In addition to communicating, be transparent. This includes giving good feedback - don’t take the easy route. Be transparent about where you’re at in the process and how they did in interviews (the good, the bad and the ugly). This gives an opportunity to learn more about your candidates and how they respond to feedback.
Being transparent is one of our 4 Principals at Tomahawk Recruitment and our commitment to being the best recruitment agency in Melbourne.
6. Have a salary conversation early in the process
It doesn’t have to be the nitty gritty of a negotiation, just make sure they’re clear what the role is paying and that you’re in the right ballpark. One of my embarrassing recruitment moments in my career was presenting a candidate to my CEO only to find out later that the candidate’s expectations were more than twice our budget! I’ve never made that mistake again.
7. Don’t get fixated on one candidate
It’s easy to find a candidate early on that you think is perfect, but it’s risky to just focus on one candidate. Whilst focusing on just one option you may be blinkered to a less obvious but better fit.
I hope this helps your recruitment success!