There is always the risk of losing candidates at any stage of the hiring process. However, even though there can be occasions where nothing could have been done to prevent the loss of a promising candidate, there are ways to minimise the risk as much as possible. Losing a candidate midway through the hiring process can be a costly setback for both recruiter and company, due to the amount of time that has been dedicated to try and get the company the candidate they were looking for. The loss of a candidate can also reflect badly on a recruitment company, making it something that needs to be avoided as much as possible. Here are some ways that both a recruiter and a company looking to hire can minimise the risk of losing a valuable candidate:

What a recruiter can do to minimise the risk of candidate loss:

  • Transparency in all aspects of the hire, which can lead to more trust from the candidate. If a candidate knows that everyone involved in the process is being completely honest with them, they are far less likely to drop out of the process. If the honesty of a recruiter is in question, then a candidate may start to doubt the opportunity they have applied for, leading to them dropping out as a consequence.
  • Another way of minimising the risk is to ensure constant communication is held throughout, as this can make sure that any changes of circumstances are noted as quickly as possible. It means that if the candidate has any problems, they can be ironed out swiftly, avoiding any later problems. Likewise, if anything changes with regards to the company looking to hire, the recruiter can contact the candidate immediately to inform them. As a result, the candidate is never in the dark, meaning they are less likely to withdraw their interest.

What a company can do to minimise the risk of candidate loss:

  • There are also things a company can do to lessen the risk of losing candidates. One of those is to make an offer a candidate cannot refuse/current company cannot match. It is not too infrequent that the current company who employs a candidate makes a counter offer once they become aware that they face the prospect of losing a valued employee if they do not do so. Therefore, a company must make an offer that cannot be competed with by a current employer, otherwise they are risking the candidate accepting a counter offer and staying at their current company.
  • Another way a company can decrease the risk of losing a promising candidate is to avoid moving the goalposts on a potential job role. There are occasions where a company can alter some of the conditions that were previously accepted by a candidate, due to a change in circumstance, which can lead to the candidate dropping out from the process. Consequently, it is important that a company is 100% sure on the conditions of a particular job role, before anything is offered to a candidate. If the goalposts change at the last minute, there is a significant risk that the candidate will withdraw their interest.

Therefore, there are several things that can be done to reduce the chances of a candidate dropping out midway through the hiring process. Even though both a recruiter and a company have roles to play in minimising the risk of a late dropout, they must both work together and communicate regularly with each other to ensure the process is managed as effectively as possible. However, even if all of the mentioned points are abided by, there are instances where nothing can be done to prevent a candidate dropping out, no matter what a recruiter and company does. This could be due to a simple change of heart, or a counter offer that a hiring company simply cannot match. As a result, all a recruiter and company can do is minimise the risk of a candidate withdrawing from the process. They can not eradicate the risk altogether.