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What candidates expect and want from the hiring process
The Candidate Expectations report gathered insights from 12,000 job seekers across the UK, France, Germany, the USA, Spain, Canada, and the Netherlands, focusing on what they love, dislike, and hope for in the recruitment process. Here, we’ll take a closer look at the experience of candidates in the UK.
As the job market becomes more competitive, candidates are feeling frustrated with underwhelming recruitment experiences. Issues like long waiting times to schedule interviews, ghosting, and poor communication are taking a bigger toll on candidates than ever before. Compared to last year, there’s been a big shift in how long it takes to set up initial interviews, with more candidates now expecting to wait a month or longer.
First impressions still matter, and they stick—while candidates may be more patient before dropping out of the process, dissatisfaction with communication can leave them feeling frustrated even after they’re hired. This can impact the quality of hires and how quickly they become productive in their roles. Let’s dive into what the data reveals about candidate behaviour.
When do candidates decide to drop out of the interview process?
This year, 43% of candidates reported leaving the recruitment process because it took too long to schedule an interview—down from 49% last year. This shift suggests that candidates are feeling less confident in the job market and have become somewhat accustomed to the frustrations that come with the interview process.
Candidates leaving the hiring process due to a longer time to schedule:
Candidate Dropout Rate
The dropout rate is noticeably higher among candidates who have a frustrating experience with interview scheduling. When candidates encounter delays or poor communication during the process, they’re not only less likely to recommend the employer or engage with them in the future, but they’re also much more likely to drop out of the recruitment process altogether.
This highlights just how important a smooth, timely interview process is for employers. When scheduling becomes a hassle, candidates can lose interest quickly, and it doesn’t just end with that one opportunity—they’re likely to carry those negative impressions with them, affecting their willingness to engage with the company down the line. In today’s competitive job market, a well-managed interview process can make all the difference in attracting and retaining top talent.
Candidate dropout rate due to frustrating interview schedule:
UK candidates are looking for real-time connections
In the UK, the top choice for communication during the recruitment process is still email. However, as candidates progress through multiple interview rounds, many start to prefer face-to-face scheduling. This shift suggests that real-time interactions become more important as the process goes on, with candidates wanting to avoid the lengthy back-and-forth that often happens with email. It’s also a way to reduce the risk of being “ghosted”.
How candidates prefer to schedule interviews:
Email is the primary communication tool
Preferred communication medium for recruiters AND candidates:
The psychological impact of long interview processes
Stress levels among workers around the world are at an all-time high, with 44% saying they feel stressed for a significant portion of their day. This growing pressure is also spilling over into the recruitment process, where long and drawn-out interview stages are taking a toll on candidates’ well-being.
Job seekers are already dealing with the usual challenges of daily life, so when the interview process drags on, it can add an extra layer of anxiety. Waiting for weeks to hear back, dealing with vague communication, and juggling multiple stages can make candidates feel overwhelmed and uncertain. This isn’t just frustrating—it can negatively affect their mental health, leaving them exhausted even before they’ve secured the job.
Employers and recruiters need to be mindful of this and create a more efficient, transparent process. By reducing wait times and keeping candidates informed every step of the way, employers can help ease the mental burden and make the experience more positive for everyone involved.
The most common negative consequences of long interview processes:
What happens when the candidate experience goes wrong?
When interviews go poorly, it’s not just frustrating for candidates—it can seriously harm your brand’s reputation. An inefficient or disorganised hiring process can leave a lasting negative impression that sticks with candidates long after the interview is over.
When things drag on or communication is unclear, candidates often start to question whether the company is well-run or values its employees. This can lead them to lose interest in the role or even share their negative experience with others, which can hurt the company’s reputation in the long term.
A smooth and respectful hiring process doesn’t just help attract great talent—it also strengthens your brand’s image. When candidates walk away with a positive impression, even if they don’t land the job, they’re more likely to recommend your company and stay open to future opportunities. In today’s competitive job market, every part of the candidate’s experience counts!
What candidates think when faced with disorganised interviewing:
What parts of the hiring process frustrate candidates the most?
When it comes to creating a successful and streamlined hiring process, recruiters first need to understand what’s causing frustration for candidates. So, let’s look at what candidates find most frustrating during the recruitment process.
Candidates leaving the hiring process due to a longer time to schedule:
Here are the 4 key takeaways:
- Candidate Patience is Wearing Thin: Candidates are dropping out due to slow scheduling, frustrations with long waits and poor communication causing a significant number of people to leave the process. Candidates may be tolerant of delays, but negative experiences can linger and impact their future engagement with the company.
- Interview Scheduling Matters: Inefficient scheduling remains a major factor in candidates dropping out, especially for those who have already had frustrating experiences. Streamlining this part of the process can significantly improve the candidate experience.
- The Psychological Toll of Lengthy Processes: The increasingly stressful nature of job searches, coupled with long and drawn-out interview processes, adds extra mental strain on candidates. Improving transparency and communication can help reduce this burden.
- Bad Interview Experiences Hurt Brand Perception: A slow or disorganised hiring process can damage a company’s reputation. Candidates who experience these issues are less likely to recommend the employer and may share their negative experiences with others, which can affect future recruitment efforts.
By addressing these pain points, employers and recruiters can create a more positive, efficient, and candidate-friendly experience that not only attracts top talent but also strengthens the employer’s brand.
The data above has been sourced by Cronofy.com and the full report can be found at https://www.cronofy.com/reports/candidate-expectations-report-2024
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