How to Reduce Candidate Drop-Offs During the Recruitment-Hiring Process


By Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

Learn about candidate drop-offs, candidate experience practices and more by registering for our free webinar, “How an Exceptional Candidate Experience Boosts Hiring Results,” sponsored by Talemetry.

Almost all organizations experience candidate drop-offs during the recruitment and hiring process, even to the point of having qualified candidates reject offers. Brandon Hall Group’s 2018 Candidate Experience Survey reveals that many employers lose an average of two-in-five candidates from the time they start an online application through the job offer. That percentage could even be higher, as it does not include candidates who visit the career site but fail to apply for a position.

While some organizations mitigate this situation by providing potential candidates with an option to join a talent pool and provide limited contact information, drop-offs and low conversions still plague organizations.

Ideally, by using authentic and compelling brand messaging, companies can attract quality candidates that may be good fits for the organization and the position. That is not always the case and more often than not, the organization may still lose quality candidates.

Even worse, some candidates may comment unfavorably about their recruitment/hiring experience to their personal and social media connections. Those derogatory remarks can hurt the company’s reputation and impact the business if the candidates and their connections are customers.

The antidotes to candidate drop-offs are candidate experience and employer brand best practices, and  the technology used to attract, manage, engage and hire candidates.

Discover how your organization can improve recruitment and hiring practices by registering for a free Brandon Hall Group webinar sponsored by Talemetry, “How an Exceptional Candidate Experience Boosts Hiring Results.”

Learn about challenges experienced by low- and high-volume hiring organizations, best practices in candidate communications and care, and how organizations measure the effectiveness of their candidate experience practices.

Click here for your free registration.

Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.