On the list of things that aren’t a good time, losing candidates is pretty much at the top.

It’s hard enough just locating top talent, so it’s quite the crushing blow to hear that your prized gem in the hiring process is no longer interested.

We understand your frustration and to help you out, we’ve come up with a list of five possible reasons you’re losing candidates.

  1. Too Many Interviews in Your Hiring Process:  Who has time for 3 in-person interviews on top of a phone screen? Unemployed job seekers.  Who doesn’t?  Top talent and passive job seekers.  While you’re scheduling their second or third interview, another company is ready to offer them a position after one interview.  The key here is to try to have all necessary interviews the same day.  You can also utilize video interviewing to allow your candidates to interview from home or even their mobile devices, making it easier for them to skip back to work if needed.
  2. Poor Communication Throughout the Hiring Process:  Your candidates want to hear from you.  Phone calls daily aren’t necessary, but if the process is taking longer than expected, you should reach back out at least by email.  If they need to wait longer than a week to hear from you, it’s safe to assume they are looking elsewhere or doubt your commitment.
  3. They Don’t See a Culture Fit:  This is actually a good thing. If your candidate doesn’t feel comfortable with your environment, then you probably don’t want them on the team. You should, however, make an effort to learn what it is about your culture that they don’t like. There might be an attitude or perception about your company that you’re unaware of
  4. You’re Not Offering a Competitive Salary:  Salary wins….almost every time.  Some candidates will choose flexible work schedules, great benefits, and an easy commute over pay, but salary is super important.  Make sure you have a compensation analyst determine where salary needs to be for these important positions. If your offers are too low, it could get out quickly that your organization doesn’t pay what those top-level candidates need.
  5. There are No Perks for Working At Your Company:  While salary always wins as mentioned in the point above, being a dud of a company isn’t doing you any favors.  Is your company really strict on time-worked, with average to poor benefits?  It’s not looking good for you and once candidates learn this, they’ll be jumping ship.

The good news is that some of the above can be changed. Work to clean up the communication and speed of your interview process. That alone will help keep candidates engaged through the end.

Do you have any other suggestions for those missing out on their top candidates?