5 Reasons You’re Losing Great Candidates…

… and how MacDonald Search Group can help.

• By Chris Gillard

We've all had that moment. You find someone who gets it. Their resume is solid, they seem genuinely excited, and you're thinking, "This could be it!" Then... silence. It's not just frustrating; it's a bit of a mystery. As someone who's spent a good chunk of time in recruiting, I've noticed many candidates drop out due to factors we have the power to control.

Ghosting Hurts, Period.

We've all been there: sending out applications, only to be met with... nothing. It's like tossing a message into the abyss. As the quiet weeks stretch on, impatience turns into something worse – a feeling of being dismissed. This silence isn't just a minor annoyance; it signals disinterest or disorganization. Whether or not it’s an employer-driven job market, this is a total deal breaker. It's not just about filling a role; it's about treating people like, well, people.

What we do to support you:

We implement a system of personalized and automated updates at key stages: application received, screening in progress, interview scheduling, and feedback timelines. We connect live where possible. Phone calls or personal emails at critical junctures make candidates feel involved. This is not just about filling a vacancy; it's about building a professional relationship and representing your brand in the best possible light in the candidate market.

When the "Process" Becomes a Chore

I find that candidates, especially those with in-demand skills, are wary of processes that seem unnecessarily drawn out. Multiple rounds of interviews, lengthy assessments, and protracted decision-making can signal a company culture that is slow and inefficient. Remember, top talent has options, and they're not going to jump through hoops if it feels like their time isn't valued.

What we do to support you:

We meticulously map your current workflow, pinpoint bottlenecks and redundancies, and implement a "fast-track" for exceptional candidates. We establish clear, realistic timelines and transparently communicate the rationale behind each step, ensuring candidates feel valued and respected.

The Interview Experience

A poorly conducted interview can leave a lasting negative impression, lingering long after the candidate has moved on. It's crucial to remember that candidates are evaluating the company just as thoroughly as we are assessing them. If interviewers are unprepared, unprofessional, or provide inconsistent information, it doesn't just reflect poorly on the individual interviewer; it paints a picture of an organization that lacks attention to detail and respect for candidate time. A disorganized or impersonal interview can signal a chaotic work environment, a lack of internal communication, or even a disregard for employee well-being.

Here's more proof to prove our point: We ran a LinkedIn poll to find out what makes people turn down job offers. A big reason? A bad interview, especially how the interview was handled.

What we do to support you:

We optimize the interview process for a positive candidate experience. We utilize structured interview guides with consistent, relevant questions. Our consultants are thoroughly trained in effective communication and bias awareness, ensuring a professional and equitable interview. We also gather and analyze post-interview candidate feedback to continuously refine your process.

Ambiguous Job Descriptions

"Dynamic environment," "fast-paced," "synergy." - what do they actually mean? These buzzwords often lack concrete meaning. Candidates need clarity. They want to know what they're signing up for, plain and simple. Vague job descriptions, unclear responsibilities, and a lack of transparency about company culture can create uncertainty and mistrust.

What we do for you:

We craft compelling and transparent job descriptions. We develop detailed descriptions that clearly outline responsibilities, required skills, and growth opportunities. We also articulate your company culture, reporting relationships, and provide transparent insights into the role's challenges and expectations.

The Offer That Made Them Laugh (Not in a Good Way)

In today's market, candidates know their worth. If your offer is way off, they're going to look elsewhere. It's not just about salary, either. It's about the whole package – benefits, perks, and company culture, which all contribute to the candidate's overall satisfaction.

What we do for you:

We conduct thorough market research to inform you of your offers. We highlight the total value proposition, including benefits, perks, and professional development opportunities. We also provide strategic guidance for negotiation and demonstrate flexibility to attract top talent.

The Bottom Line

Losing a great candidate is a missed opportunity. It's a reminder that hiring is a two-way street. It's about finding the right fit, yes, but it's also about creating a positive experience that makes them want to be part of your team. What makes your company stand out? Why do employees enjoy working there and what keeps them with the company long term? Let's be real, transparent, and respectful of their time. It's not rocket science, but it makes all the difference. By prioritizing these changes, you not only attract top talent but also build a reputation as an employer of choice.

Ready to transform your hiring process and secure top talent? We're here to help. Contact us today to learn how we can partner with you to create a seamless, candidate-centric hiring experience. Let's make losing great candidates a thing of the past.