How can you reduce candidate drop-off rates in your recruiting process?

The significant factor is the time it takes to get back to the applicant after they apply. We call it the half-life of a candidate. It's different for varying roles, locations and salaries. However in light industrial it can be as little as 5 minutes post application.

Engagement. Making sure every active candidate has the same experience: fast, communicative, honest and direct. If you give this to candidates then your drop off rate should drop drastically. Remember, most candidates have 4-5 other interview processes ongoing, so if you're transparent and clear on your process you're likely to become the interviewee's first pick when all processes are done.

The best way to minimise candidate drop offs are by having a hiring process which is time-bound and effective. We don't mind a poor candidate drop off but not a good one! At the same time we don't want to waste the time of a poor candidate either. Additionally make the community aware of your hiring process.. do some social marketing campaigns, do those campaigns more video oriented or in a way it could be easily visualized by the candidates.

Candidate engagement and smooth process is the key to reducing dropouts. Ensure your process is well structured and efficient, not unexpected tasks, extra stages or hoops to jump through. Make the process clear from the first call and communicate it to the candidate, re-assuring them at each step. This doesn't end once you've hired the person. After an offer is accepted and the contract is signed keep in touch, let them know what other paperwork and details you need for their first day, the timelines, on-boarding process ... Don't leave them to wonder when they will next hear from you or what the next step is, if they're asking themselves this question you're not engaging them enough.

Reducing candidate drop-off rates significantly involves optimizing the application process to make it as straightforward and user-friendly as possible. A tech startup I collaborated with conducted a thorough review of their application procedure, removing unnecessary steps and streamlining the information and document requirements. By making the process more accessible and fixing any technical issues, we saw a noticeable increase in completed applications. Ensuring the application platform is up-to-date and compatible across devices is key to enhancing the candidate experience and keeping them engaged.

Personalizing communication with candidates can greatly reduce drop-off rates. In my experience working with a marketing firm, we focused on personalizing our outreach, using candidates' names and tailoring communications to their specific backgrounds and application stages. By varying our communication channels to include emails, phone calls, and video messages, we matched candidates' preferences, making them feel valued and more connected to our company. This approach not only kept candidates engaged but also built a rapport that encouraged them to continue through the hiring process.

If founders can’t answer this one simple question effectively then there’s little hope they will attract or keep the RIGHT talent motivated during any hiring process. The question: “Why should you leave your current role and join us.”

Being transparent and honest with candidates about the realities of working at your startup is crucial to maintaining their interest and trust. A startup I advised made it a point to clearly communicate the company's current status, future prospects, and the inherent risks and rewards of joining the team. By setting realistic expectations about benefits, compensation, and the company culture, and avoiding overpromising, we were able to build trust with candidates. This honesty helped reduce drop-offs, as candidates appreciated the candidness and felt more confident in their decision to continue with the application process.

Qualify, Qualify, and Qualify again. Never stop trying to understand personal factors & motivations Make sure you've built enough trust that a candidate will be honest with you about what else they've got on the go, so you can act as the conduit between hiring manager and interviewee. Also don't be afraid of asking a candidate if they want to continue in the process early on. Some recruiters will battle to shove a square peg into a round hole and then scratch their head and wonder why they dropped off at interview stage, or leave within the first month of the new job etc. Motivation and culture are as important if not more so than technical fit, the perfect CV to the JD doesn't necessarily mean the perfect match (for either party)