3 Things To Implement Today To Combat Recruitment Dropouts
The UK is experiencing an ongoing skills shortage and a recent report by Sterling [1] suggests that dropouts during the recruitment process are adding to the recruitment challenges experienced by many industries, including MedTech.
The cost-of-living crisis, coming close on the back of the COVID-19 pandemic, is driving interesting behaviours from jobseekers, with many staff becoming disenchanted with their current role [2] due to a lack of recognition, dissatisfaction with the high demands being placed upon them, insufficient financial recompense, or a lack of wellness support. These factors are driving them to seek employment elsewhere and with competition high to attract the top talent, there is plenty of opportunity for those wishing to make a change.
The research found that 71% of the jobseekers that they surveyed had either dropped out or thought about dropping out of their most recent application. They discovered that these dropouts usually occurred for the following reasons:
1. Overly lengthy processes.
Lengthy recruitment timescales increase the risk of a candidate accepting work with a rival firm whose processes are more agile.
2. Unnecessary levels of complication
Candidates will consider there to be a correlation between tortuous recruitment processes and similarly excessive complexity in a business' operating processes. This can deter them from continuing with their application.
3. Too many touchpoints.
Candidates seeking greater autonomy will feel stifled and stressed by too many touchpoints in the recruitment process, which can adversely affect their opinion of the company as a suitable environment for them to work in.
This research makes it clear that reducing candidate dropouts is essential to fill roles and requires firms to improve their candidate engagement and communication in three key areas throughout the recruitment process.
1. Job Description
Candidate engagement starts with well-written job descriptions that articulate the needs of the business and the benefits on offer. Unclear job descriptions can deter jobseekers who may not understand what the role will entail or whether they would be a suitable candidate.
Clearly defining the role and responsibilities, in addition to any essential experience or qualifications, makes it simple for candidates to assess their likely suitability for the position and to prepare a strong application.
2. Acknowledge and support
Candidates must be rewarded for their efforts with a rapid acknowledgement of their application and details of the processes and timelines that will follow. This should include contact details for their HR lead and key dates, including the likely window for interviews.
Be flexible in identifying a mutually convenient date and time for interview with due consideration given to a video conference interview rather than mandating in-person attendance, especially for candidates with special requirements or accessibility needs.
Providing feedback to candidates is an often-missed step that can greatly influence a candidate's perception of your organisation. Unsuccessful candidates are more likely to maintain a positive opinion of a firm that provides feedback on their application or interview performance and will likely consider the company again should they advertise a more suitable role in the future. Accepting feedback and acting on it not only improves a company's processes but, again, improves perception and reputation.
3. Onboarding
The onboarding process must be as slick as possible, recognising that most candidates will be required to give a month's notice to their current employer, who may try to sway their decision during this time.
Maintain communication, provide them with details of events and schedules for their first few days or weeks, allow them to ask questions and communicate concerns and ensure that they know where and to whom to report on their first day.
By improving performance in these three areas, the risk of dropouts will decrease. There is so much to consider when running a life science recruitment drive and selecting a talent partner such as Circle Life Sciences can enhance the experience for you and your candidates. Our talent management solutions offer tried and tested recruitment processes, excellent candidate communication and expert support for your team. Contact us today to find out how we can help your business minimise the risk of dropouts.
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