As the tech wizards Microsoft and LinkedIn have reported, a baffling 85% of people in the US plan on changing their jobs this year. This is huge, considering the competitive job market today and the influx of constant curve balls like this, attracting and retaining top talent is more challenging than ever.
One critical metric that recruitment teams and hiring managers can pay attention to keeping in mind while chasing the best talents today is the candidate drop-off Rate, i.e. the figure that represents the percentage of candidates who start but do not complete the application process.
Now, considering that 67% of employers report a shocking quarter of candidates putting up a no-show after accepting a position, a high drop-off rate not only indicates inefficiencies in your hiring process but also signals potential dissatisfaction or frustration among candidates. Addressing these drop-offs effectively requires you to invest in a deep understanding of candidate experience and how it impacts the recruitment process.
What Is the Candidate Drop-off Rate and How to Calculate It?
Candidate drop-off refers to the percentage of candidates who start but do not complete the application process. It is a crucial metric for evaluating the efficiency of your recruitment process.
To calculate the candidate drop-off rate, use the following formula:
Candidate Drop Off Rate=(Number of Candidates Started – Number of Candidates Completed / Number of Candidates Started)×100
For example, if 1,000 candidates begin an application and only 700 complete it, the drop-off rate is:
(1000−700) × 100 = 30%
1000
A high drop-off rate indicates potential issues in the application process that need addressing.
5+ Reasons That Cause Candidate Drop-Offs
Now that we know what candidate drop-off is, let us understand why candidates abandon the process, i.e. hike your drop-off rate. Once you understand the “why”, you will be able to invest in the “how” to optimize your hiring process. Here are some common reasons:
Lengthy application process
One of the most significant factors driving a spiking drop-off rate is a tediously lengthy and complex application process. Now, if your hiring game is all set to take off, you have to think of the application process as your first throw of the dice. However, if you take way too much time to roll the dice in the first place, the other players will inevitably leave the game, feeling bored and left out.
Research shows that 60% of candidates abandon applications that take more than 15 minutes to complete. So, it is high time to evaluate if your employer brand is losing out on applicants due to a strenuous application process. If yes, look to simplify and streamline your portals and forms to retain more candidates for the screening rounds.
Unclear job descriptions
Candidates are more likely to drop off if job descriptions are vague or misleading. According to a study by Indeed, 65% of employers have had to revise a job description after they have already posted it during the last year.
So, naturally, this indicates that job seekers leave applications if they find job descriptions unclear or confusing, leading to employers needing to spend extra time and resources to better their efforts. Ensure your job descriptions are precise and provide a clear understanding of the role.
While creating an engaging job description is an important part of the recruitment process, it can also be time-consuming and confusing at times, especially when you are tasked with filling multiple job roles. Here, an AI job description generator can come in handy. Skima’s JD maker prepares detailed descriptions using simple and short prompts. With recommendations and tips the tool goes a step further in assuring you don’t miss out on necessary aspects to include in the job description.
Poor applicant experience
A complicated or non-intuitive application interface can frustrate candidates. As per a survey by Jobvite, 51% of candidates have gone through with an application due to the easy and interactive user experience.
So now it becomes imperative on the employer’s part to invest in user-friendly application platforms and optimize the interface for better engagement that upholds a clear and easy application process.
Lack of communication
Candidates on the job hunt are not just applying to one company. So naturally, they expect timely updates throughout the recruitment process to understand where they stand and if they should pursue other opportunities or invest their resources further to carry on with your company. 35% of the frustration of a job search comes from the non-responsive nature of the recruiting time, viz a viz hiring managers and employer authorities.
Poor communication, misdirections during the application process, and ghosting are extremely unwelcome and unprofessional on the part of the candidates. Regular updates and feedback are crucial for maintaining candidate interest.
Inconsistent branding
Inconsistent or negative employer branding can impact candidate retention. According to LinkedIn, 56% of consumers are discouraged and confused with an unclear brand image.
So this directly affects the impression that job seekers consider the employer brand before applying. Maintaining a positive and consistent employer brand to attract and retain candidates is a key move to mitigate this risk.
Application requirements
Excessive or unrealistic application requirements can deter candidates. Research shows that 75% of candidates drop off due to overcomplicated application requirements.
Naturally, a lengthy and tedious application process can not only feel unnecessary but also intrusive. To avoid this contention, the employer needs to thoroughly evaluate and minimize unnecessary requirements to keep candidates engaged and comfortable during the application process.
How Positive Candidate Experience Reduces Candidate Drop-offs
Creating a positive candidate experience is essential in reducing candidate drop-offs, and there are several ways you can make this happen. Ask yourself: Are you keeping candidates informed at every step of the hiring process?
Clear, consistent communication can make all the difference. Candidates who know where they stand are less likely to drop out due to uncertainty or frustration. Try implementing automated updates or regular check-ins to keep candidates engaged and in the loop.
Next up, as you evaluate your application process, it should be simplified and made easily navigable. A streamlined, user-friendly application process is crucial. Put yourself in the applicants’ shoes again, and think, if you were applying, would you find the process simple and intuitive?
If not, it might be time to simplify. Introduce mobile-friendly platforms and features like one-click applications to make the process more accessible. These small changes can greatly reduce frustration and encourage candidates to complete their applications.
Finally, reflect on your employer’s brand. Does it consistently showcase your company’s values and culture? Are you communicating what makes your company unique and why candidates should want to be part of it? Strengthen your employer branding across all touchpoints. When candidates feel aligned with your brand and see a potential future with your company, they’re far more likely to stay engaged and complete the application process.
Conclusion
Reducing candidate drop-offs is more than just a recruitment process metric; it’s a reflection of the overall effectiveness of your recruitment process and the quality of your candidate experience. As the job market becomes increasingly competitive, addressing high candidate drop-off rates is crucial for maintaining a robust talent pipeline and enhancing your employer brand.
A high drop-off rate often signals underlying issues within your hiring process. By focusing on improving candidate experience you not only address these issues but also create a more engaging and positive experience for potential hires. This, in turn, can lead to higher candidate retention, better quality hires, and a more efficient recruitment process overall.
FAQs
What is a good candidate drop-off rate?
A good candidate drop-off rate varies by industry, but generally, a rate below 20% is considered acceptable. Aim to keep it as low as possible by addressing potential issues in your recruitment process.
How can I improve the candidate experience?
Improve candidate experience by streamlining the application process, ensuring clear communication, investing in user-friendly platforms, and maintaining a positive employer brand.
What tools can help reduce candidate drop-offs?
Tools such as Skima AI can help in identifying the right candidates quicker from your candidate pool. This increases your recruitment efficiency and reduces time to schedule interviews and shortlist candidates; which in turn can enhance candidate experience and help reduce candidate drop-offs.
