More often than not, recruiters are confronted with the disappointment of candidates dropping out with short notice before a contract is signed. This is particularly frustrating because of the current challenging market. The candidates' expectations and the relationship between them and the companies that are hiring have fundamentally changed. 


When candidates engage in a recruitment process, a company has enticed them through advertising and any impression given on the company website or current employees. Thus far, a personal interview has been conducted and appropriate feedback has been given.  At this point, the list of suitable candidates has been narrowed down.

What can go wrong in a Late Recruitment Process?

Another company can swoop in and grab a candidate's attention simply by being more efficient in their recruiting process. A candidate driven recruitment process, therefore, takes into account the time factor and speeds up the process for both candidates and the companies that are hiring. What else does a candidate driven way consider to successfully hire your top candidates?

1. An Honest Advertisement

If candidates discover during the interview process that the position was portrayed better than it is (be it through a more attractive sounding job description or salary prospects that cannot be redeemed), most of the people reached and activated will take a step back again. An honest and authentic advertisement reflects well on the employer's image. Potential candidates and employees will not be left disappointed.

2. The Candidates Need to Feel Respected and Heard

People quickly sense in the face-to-face encounter or previous communication, perhaps on the phone, when they are not being treated respectfully. Whether the chosen words, the tone of voice, or the body language - be aware that you are being judged the same way, as you want to learn everything about your candidate. Set aside enough time for meetings with candidates to be able to devote adequate attention and address any questions that may arise.

Spontaneity and an empathetic approach are also good formulas for dealing confidently with any disagreements. An open-minded, flexible response is well received and shows that your company, as an employer, sees the people and takes their concerns into account. This should be a minimum standard today, on which the broader Total Rewards 1 of individual employment relationships are based. 

3. Total Rewards: Give and Take

Candidates are not only concerned with the salary offered, although it still remains essential, it also is not the top priority.  People are looking for job growth and a good work/life balance.  Passive candidates in particular are looking to leave their current jobs only if the next opportunity is a great cultural fit and provides more benefits than their current employer.

Honest advertising, a respectful encounter, and the right benefits reflect what kind of employer you are and will have an undisguised impact on your employer image. If these aspects of your recruitment process are underpinned by values such as transparency, authenticity, respect, recognition, empathy, or even generosity, you have the best chance of ensuring that your candidates don't simply and unexpectedly decide against the prospective employment relationship.

If you would like to talk to us about the successful and sustainable development of your employer image by means of employer branding or if you would like to update your recruitment process in a candidate driven and contemporary way, you can contact us here.

1 SHRM: Total Rewards Strategies 


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