• 4 min. read

How to Prevent Candidates from Dropping out of Recruitment Processes

Candidate drop out is a reality that many recruiters face. Find out how you can prevent this and improve your candidate experience techniques.

Written by Daniela Costa

As a recruiter, you are probably used to conducting recruitment processes and dealing with various types of job seekers. During these processes, besides from guaranteeing that you have all the relevant information about the candidates to make the best decision possible, you need to pay attention to the way you address and communicate with them. You know that from the moment the applicant sees your job opening to the moment you decide to make a job offer or a dismissal, you need to make sure that you provide your applicants with the best candidate experience possible.

The problem is: most recruiters believe they are doing everything right when it comes to candidate experience and engagement, without analysing and changing their methods. This results in the loss of top talent and qualified candidates, who are discouraged to proceed with the application process because of the way recruiters engage with them.

By incurring in wrong approaches to top candidates, they are increasing the chances of them dropping out of the process. Candidate ghosting, as this practice is known, is becoming a trend in the recruitment world, especially due to the poor methods recruiters use to communicate and engage with candidates.

Top Reasons Why Candidates Drop Out of Recruitment Processes


With the large amounts of applicants that some recruiters have to deal on a daily basis, it can be complicated to think about strategies to provide better candidate experience to all of them. That’s why in today’s blog post we bring you the 4 best tips to improve your candidate experience in your recruitment processes, increasing the chances of attracting retaining all the best candidates.

Write Clear Job Descriptions

When writing a job description, you need to make sure that you are clear about the role you are hiring. Some candidates are discouraged from proceeding with an application process because the role that is being offered is not exactly the role that was described when they applied for the first time.

To avoid this and prevent your drop-out rates from increasing, describe in detail the tasks that the role will imply and don’t forget to mention all the benefits that your company offers as close to reality as possible so that candidates know from the beginning which are the conditions for the job.

Use an Applicant Tracking System

If you’re not using an Applicant Tracking System(ATS), maybe it’s time to think about starting to use one! According to a report by Talentboard, 47% of candidates were left waiting two or more months for a response after submitting an application.

By using an ATS, you are able to monitor and keep track of all your interactions with your candidates, which helps you to keep in contact with them through the whole process. Moreover, some ATS allow you to schedule and program emails to be sent to candidates according to each step of the process they are in, making sure they always get the feedback they are waiting for.

Keep a Casual Conversation During Interviews

When performing an interview, you have to make sure that your candidates are comfortable and relaxed, which will increase the chances of a successful interview. If you keep a strict attitude through the entire interview, you may be giving a wrong impression to the candidates, preventing them from proceeding with the application process.

When asking the questions, engage with the applicants making it look like a normal conversation. Another important tip: give candidates your feedback at the end of the interview. This will cause a great impression, encouraging them to proceed with the process.

Give Your Candidates a Way to Stay Connected to Your Company

It´s a well-known fact that, during recruitment processes, most candidates will do as much research as possible about the company they are applying to, from the website to social media accounts. Actively showcasing your employer branding on social media and keeping your followers updated with the latest news and relevant content is one of the best techniques to keep your candidates motivated during the recruitment process. Ask your candidate to follow you on social media and show them your company culture, while giving them multiple channels to keep in touch with you.

By applying these tips to your current recruitment process, you will make sure to retain all the best candidates during your recruitment process, increasing the chances of finding the perfect candidate for your company!

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Skeeled offers you the perfect opportunity to bring innovation and digitalisation to your hiring. Check our website or our LinkedIn, Twitter and Facebook pages for further information.

Thanks for reading and see you next time!

Your team here at skeeled

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