How to prevent applicants from dropping out halfway through

Increasingly, applicants suddenly disappear off the radar during the recruitment process. No response to e-mails, no show up at a job interview or even complete silence after a contract proposal. This so-called ghosting is frustrating and costs organisations time and money. But why is this happening, and what can you do as an organisation to prevent it? Global talent solutions specialist Robert Walters shares some tips. 

Why do candidates ghost?

Recent research shows that jobseekers are applying en masse: 38% send more than 20 applications every week, often with the help of AI tools. This results in less engagement with each individual application, impersonal cover letters and applicants who do not quite remember exactly where and for which job they applied.

How do you prevent ghosting as an organisation? 
 

• Keep the application process simple and straightforward: 
  58% of candidates abandon their applications if the recruitment process is long or cumbersome. Provide a clear vacancy text with concrete expectations, a short and efficient application form and keep the number of interview rounds to a minimum.

• Communicate quickly and transparently:
  Let applicants know when to expect a response, what the further process looks like and who their contact person is.  Fast follow-up creates trust and increases commitment.

• Make it personal:
  Job applicants often get standard messages or no response at all. A personal update or brief explanation to a rejection makes a big difference. This shows respect and strengthens your image as an employer.

• Test motivation with targeted questions: 
  During the interview rounds, you can use certain questions to gauge how serious an applicant is. Therefore, ask questions such as ‘What appeals most to you in our organisation, apart from the job content?’, ‘What could your current employer do to make you stay anyway?’, ‘In which case would you regret this move? Applicants who can answer these questions well tend to be more serious and less likely to drop out.

Avoiding ghosting completely is difficult. But with a smooth, transparent and personal recruitment process, you significantly reduce the chances. In a tight job market full of choices for applicants, you win their trust by making a difference in communication and speed.

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