Are you happy with your hiring results? Is everyone involved invested in your hiring process from start to finish? Do you understand the candidates you interview? Their motivations? What are they looking for in an employer and a position? Do you make sure they know the company, the work environment, and the role? Are you closing the candidates that you need every time? Are both you and your new hires happy with the recruiting process, the offer, and the hire?
If you are answering “no” to these questions, then you need to start paying closer attention to your candidates, and you probably need to revamp your hiring process. Losing top candidates before (and during) the offer costs you in terms of time, money, and resources. It leaves you with an open position and necessitates starting all over. You definitely need to watch for these five signs that your candidate is losing interest or even going to abandon your hiring process altogether.
1. You find discrepancies during the interview.
Do you notice discrepancies between what is detailed on a resume and what the candidate actually says? Is the candidate inconsistent with answers during different interview steps? For example, watch out for a resume that lists technical skills, but the candidate dodges questions about a specific use of technology. Be mindful if a candidate says one thing then contradicts it later in the interview. These are clear signs that this candidate is less than truthful or doesn’t know how to discuss their skill set.
Checking the resume against the interview answers and asking follow-up questions should clear up any inconsistencies. If contradictions and omissions exist, the candidate may be just going through the motions with your hiring process until another opportunity presents itself.
2. They take too long to get back to you and then respond poorly.
During the interview process, candidates who are uncaring often exhibit slow response times, make scheduling interviews difficult, or change compensation requirements midstream. This may mean they are not sincere or have questionable interest in the role. Candidates should be engaged from the beginning of the recruiting interaction. Hiring managers should stay in close contact by checking in often to counteract the potential for the behaviors above.
3. They are not asking frequent questions about the opportunity, offer, or timing.
Candidates should be researching your company and industry. Experts agree that enthusiasm and interest in the company are key in the interview process, and lack of them is a bad sign. Keep track of candidate interest, interaction, and questions throughout the interview and hiring steps. Stay close and engage candidates, keep them informed, and monitor their desire level.
4. They do not show enough availability for interviewing or final steps.
Candidates that make it difficult to schedule critical interviews are not invested in the role and your hiring process. Avoid this proactively by anticipating obstacles and asking targeted questions about what would keep the candidate from wanting the role. Ask about other roles they are considering and how attractive these roles are. Even go so far as to ask them how the role under consideration would impact their career goals. Getting key barriers out in the open early can free up a candidate’s mind and schedule.
5. They need more time to decide if they want to accept an offer.
Asking for more time may indicate that there are other offers on the table that the candidate is willing to consider. They may be in other hiring processes that have not yet concluded, and they are buying time to secure multiple choices. Try to avoid getting to the offer stage without knowing if the candidate is looking at other opportunities; ask about other job searches and employers from the first contact.
In a tight job market such as EdTech, where candidates are in high demand and may have many employment possibilities, it can be all too easy to lose top candidates before and during the offer step. The Renaissance Network (TRN) makes it a point to engage multiple candidates in every step of the hiring process to minimize the impact of candidates dropping out at the last minute.
In addition, TRN recommends beginning your recruiting process much sooner than you think to prepare for inevitable challenges. Once the search commences, candidates should be communicated with frequently, listened to authentically, given comprehensive company details, and provided motivating information about the role. This inclusive and respectful interaction keeps talented candidates informed, interested, and motivated to complete the process and thus more likely to accept an offer.
How can you ensure a hiring process that engages and secures qualified candidates quickly? Contact TRN today and let us fast-track the right candidates you need.
