< Back to news

7 Reasons Why Candidates Lose Interest

By Simon on

During 2017, employers and recruiters found it even harder to find talented people. For the past four years, candidate availability has been falling, and the record high UK employment rate, plus a slowdown in the number of EU nationals coming to work here is exacerbating the situation, leaving many roles unfilled. Therefore, it’s imperative that you streamline your recruitment process to ensure candidates don’t lose interest.

Over the past year, we’ve seen so many employers lose out on their desired candidate. In fact, 1 in 3 employers loses out on their preferred choice due to an impractical hiring process. Hiring is a long, arduous, process so it’s a pity to lose your desired choice for reasons that you can control.

I’ve been working with and listening to a lot of candidates and they saw the hiring process as a window into a company’s culture. Companies that expect candidates to fill out long application forms, attend assessment days, and multiple interviews will significantly stifle their interest.

7 reasons why candidates lose interest:

7 Reasons Why Candidates Lose Interest


High on the list is the length of time it takes for a decision to be made. Keeping a candidate waiting, could push them into another role.  No matter how much you think they love you, a credible candidate will be attending other interviews. The peak of their interest is highest at the interview and immediately after. Acting immediately should help you secure the chosen one! If a second meeting needs to take place, don’t take an age to arrange it. On many occasions, a candidate will lose interest if they find a more fluid and engaging process elsewhere.


A real bugbear from candidates is why a CV can be dismissed so quickly. You cannot pre-judge someone on what is in black and white. We see lots of CVs rejected for having the wrong sector expertise, or not having the desired length of experience. Remember, a CV does not tell you about a person’s character, drive, work ethic, and attitude. Clearly, a CV should not be considered if it shows zero relevance to the role. But a candidate that takes the time to produce an engaging covering letter, an innovative CV, and has over 50% of what you’re looking for, might be worth having an initial chat with!

Poor job descriptions:

One that shows limited content and details, isn’t going to win over hearts. Companies vary, but an informative job description that talks about the culture, company, history, and areas for development establishes a solid starting point. It also allows a candidate to understand how they can contribute, and provides them with a clear direction.

Poor salary information:

Money is still a taboo topic, but providing a specific salary will attract the right people. Not only does it attract candidates at the right level who are clear about the salary, it avoids interviewing candidates who aren’t in line with budget constraints. The term negotiable is about as useful as a chocolate fireguard!

Poor time schedules:

Aside from unexpected scenarios which are out of an employer’s hand, it’s common for candidates to have a negative impression of an employer who cancels or continually reschedules an interview at short notice. Their motivation to attend a rescheduled interview is vastly reduced, they may decide to not turn up at all! The same applies to us. If we cancel at the drop of a hat, candidates will have a negative perception and feel undervalued. It’s important to set a timeframe and be as flexible as possible. A chat over the phone can start the process in a positive way. A company will get gold stars for being flexible. It will also increase their chances of hiring the most relevant person.

Not being aware of the market:

Employers may think it’s a sell on our behalf when we say ‘they won’t be around for long’, but always be mindful that companies are seriously competing for talent! Employers often say they’re surprised how quickly a candidate was snapped up, so the need to be more linear has never been so prominent. Skype or telephone interviews speed up the process and reduces the risk of losing out. It also keeps your desired candidate engaged and interested.


This needs no explanation. Just do it, and be kind!