The Real Reason Behind Candidate Drop-outs

I am in no way a recruiter, but i briefly wore the hat of one when I placed 2 perm developers in 1 week without even trying, while I saw other recruiters hustle and struggle to make this number over the span of months in particular tech markets. Over the past 5 years working in the IT industry and walking in the shoes of a candidate, i’ve had the pleasure to work with some of the good recruiters out there and a lot of the not so up to par ones as well, and over this time i’ve had many observations about tech recruitment especially recently when I embarked on a thorough research asking questions and trying to find answers.

In the past few months since the end of 2017, I’ve been talking to many recruiters and reading a lot on this craft, and it appeared to me one of the biggest problems tech recruiters face in high demand technology markets is candidates dropping off mid engagement, which is understanbly frustrating especially working with limited candidate pools, and it leaves one confused and unsure what to do in order to avoid this happening again. Your candidate not even picking up your calls or responding to your emails and not sharing any feedback that you could start with, leaves you pondering in your own head as to what has been the reason for them to just cut you off like that.

Coming back to me and from my experience on the candidate side there are a few things I could say about this. I can think of two main reasons why a candidate would cut off their recruiter and never get back to them:

  1. They just found another opportunity or accepted an offer (This you don’t have control over and it’s too late down the hiring process to rectify this)
  2. They didn’t take you seriously and don’t have any confidence in you or your ability to find them the right role (Now this you have control over and i’ll tell you why)

If a candidate finds another job there’s little you can do to keep them interested in what you have to offer, therefore the best you can do here is accept the nature of the job market and move on, because really when companies or recruiters fill a role they have they don’t get back to each candidate and tell them they weren’t successful (only a few do this). The only control you have over this outcome is to focus on the input which came way earlier in the engagement process before reaching this stage and this gets me to the second point.

If your candidates aren’t taking you seriously chances are it’s because you’ve given them a good reason not to. The first impression you build with your candidate is very very important because that will set the tone and premise on which you will continue your hiring engagement. In that first conversation you must be able to show them you know what you’re talking about, you’re confident about your knowledge of the role (the tech involved and the responsibilities), you’re confident in your knowledge of the client’s work environment and requirements.

Once you exhibit the fact that you’re well informed, this leaves your candidate no choice but to take you seriously and listen to what you’ve got to offer, and this has given you edge of 90% of any other recruiter who might approach your candidate with another opportunity and it drops the chances of your candidate cutting you off by 80% as well, because once you’ve built a relationship with them based on confidence and competence, the least they owe you is an explanation as to why they’re not interested in the role you have anymore, and this right here has flipped your failed attempt to fill the role into an opportunity to learn from feedback.

In a nutshell the best way for you to reduce candidate drop offs and improve your ability to close a perfect candidate for your role is to become a better recruiter. Is it really that simple? how do you do that? you might ask. Try to educate yourself better on the tech involved in your roles, do the homework when it comes to your client, their working environment and requirements, and finally give yourself more time to do these tasks by focussing a little more on one area of the market than others and not just be jack of all trades.

If you would like to find out more on how you can achieve this faster and hassle free, check out my website and book a FREE consultation with me today: cruits.uk