A STUDY ON THE FACTORS INFLUENCING CANDIDATE DROPOUT IN RECRUITMENT PROCESS

Abstract: Candidate drop-out is a continuing problem for organizations wishing to attract and retain top talent within the recruitment process. The purpose of this study was to identify the variety of factors contributing to candidates withdrawing or disengaging from the hiring cycle process prior to the end. The key prescriptive factors identified within this study can be categorized into the following categories: lengthy and complex recruitment processes; poor or lack of effective/efficient communication; candidacy/job expectation misalignment; and poor candidate experiences.

This study also identified external elements (e.g. competing job offers, personal circumstances, and perception of the employer brand) as contributors to candidates' dropout behaviour. The results of this research highlight inefficiencies in recruiting strategies, to include ambiguous job descriptions, protracted timeframes between stages of the recruitment process, and non-transparent selection criteria, as contributors to a candidate's commitment to accepting an employment offer.

The research illustrates the importance of establishing efficient and effective recruitment and selection procedures, open lines of communication, and positive applicant candidate experience as viable means to reduce candidate dropout rates.

Keywords: Candidate Drop-out, Recruitment Process, Talent Acquisition, Candidate Experience Hiring Delays.