Ghosting is a thing. According to the numbers, 28% of candidates ghosted at least one employer in 2020. Having a candidate back out at the last minute is almost an inevitable part of the recruiting process these days. But is it, really? What can recruiters do to make sure they’re not part of the statistics, and how can an applicant tracking system like Exelare help?

Top Reasons Candidates Back Out of Your Job

Having a candidate back out is probably one of the most frustrating aspects of the modern hiring process. Things are tough out there in the hiring market, and candidates have a lot of options. But this extends the stress that recruiters are under. Not only do we have to worry about finding someone to fit the job, but we also have to worry that they’ll actually show up to go to work. When you think about it, there are multiple ways the candidate recruiting process can misfire. The candidate could back out:

  • Before the interview(s).
  • After the interview(s).
  • After accepting the offer.
  • Or, they could simply not show up to work.

Why is this happening? There could be several reasons, including:

  • The candidate was stringing you along until a better offer arrived.
  • The candidate’s prior company could counter.
  • The candidate could simply change their mind about your offer. 
  • Your offer isn’t up to the candidate’s expectations.
  • Maybe there is a clause or small detail in the offer and accompanying package that the candidate can’t agree with.
  • The selection process took too long, so the candidate accepted another offer.
  • Maybe the candidate isn’t even really serious about leaving their current job so that, when faced with the reality of an offer, it scares them away from making the change.

The recruiting/candidate relationship is vulnerable at so many steps in the process. The problem for employers is that recruiting is an expensive undertaking. Every time the process is disrupted by either the employer or the candidate, you’re back to square one in the recruiting process. The hidden and upfront costs continue to accrue each time a candidate backs out. How can you ensure a more efficient time-to-hire?

Decreasing the Risk of a Candidate Back-Out

There are a few things you can do to cut down on the number of times a candidate backs away from your process. For example:

  • If you and the candidate are in the same geographic area, consider meeting them face-to-face. It’s harder to walk away from someone that you’ve met in person.
  • Make sure your interview questions really dig into the candidate’s motivation for leaving their job and what their goals are for the new position. Understanding the candidate’s motivations will help you counter any negative behaviors later on with a well-crafted argument for why your company is a better fit.
  • Ask the question, “What will you do if your employer gives you a counteroffer?” While the candidate may lie or change their mind later on, addressing this question during your interview is a proactive way to close off your candidate to this type of extenuating circumstance. After all, why didn’t their current employer pay them more money when they were actually on staff? 
  • Use the best applicant tracking system to stay in touch with your network. ATS tools like Exelare use intelligent automation to keep you in front of candidates from the first conversation to the first day on the job. 

Exelare can help you turn more candidates into employees.

Talk with our team today about a demo of our software to see for yourself.