More than ever, candidates are placing a premium on the experience they receive during their job search. In fact, candidate experience can directly influence whether or not they accept an offer. That’s why it’s crucial to understand what drives candidate decisions, both positive and negative, during the hiring process. By aligning your recruitment strategies with the real-time expectations and frustrations of candidates, you can significantly enhance your talent attraction and retention efforts.

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Explore why top talent rejects offers and get real-world insights into the key factors that negatively impact the candidate experience to help refine your hiring processes, communicate more effectively, and ultimately improve your ability to attract and retain the best talent.

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First impressions count. From application to final offer, candidate experience shapes how professionals perceive your company. If your hiring process is slow, confusing, or lacks transparency, candidates may choose to walk away even if they’re interested in the role.

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Most employers we speak to every day are committed to creating clear, transparent, and efficient hiring processes. Yet many candidates report experiencing just the opposite, reposting sluggish timelines, unclear communication, and an overall lack of clarity.

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These mismatch leads to candidates losing interest, and in the worst-case scenario, they reject offers or withdraw from the process entirely.

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So, what exactly is going wrong in the hiring process, and what can employers do about it?

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In a recent survey conducted as part of Goodman Masson’s Salary Guide research, professionals across all our key sectors were asked what would most improve their experience when looking for a new role. The top decision drivers were:

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• Job descriptions that accurately reflect the role  

• Transparent salary information in job adverts  

• Clear and timely feedback from employers or recruiters  

• A smooth and efficient interview process

• Clarity around hybrid and remote working policies

• Simple, streamlined application processes

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From this it’s clear that professionals across sectors value a seamless, transparent, and human-cantered recruitment process. In particular, they want to feel informed and respected throughout the hiring journey. When these expectations are unmet, they may opt to continue their job search elsewhere, or accept an offer from a competitor.

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For further insights, explore Goodman Masson’s latest sector-specific salary guides, which provide valuable data to help benchmark your hiring strategies and enhance the overall candidate experience.

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So why are exceptional candidates rejecting strong offers?

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One major factor is the length of time it takes to move from interview to offer. While most applicants wait an average of just 5.6 days to hear back after applying, the process slows considerably once interviews begin. The median time from interview to offer stretches to 12 days, more than double the initial waiting period between application and interview. A prolonged timeline can create uncertainty, leading them to question if your company is serious about filling the role.

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Another issue affecting candidate experience is the use of artificial intelligence (AI) in the recruitment process. While AI can be a powerful personalisation tool, around half of UK jobseekers trust the hiring process less than they did a year ago, largely due to how AI use in screening and communication results in unanswered applications. When applicants feel undervalued and ignored, it is harder to build trust with potential hires.

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Perhaps the most significant factor stems from unclear employer value propositions (EVPs). An EVP explains why your company is a great place to work, highlighting career pathing opportunities, benefits, diversity and inclusion (DE&I) policies, and company culture. According to a study by Phenom, while 96% of Fortune 500 companies provide clear job descriptions, only 26% displayed a clear EVP throughout the hiring process. Without a compelling EVP, potential candidates may feel they don’t understand what your company stands for or if your values align with theirs.

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An effective talent attraction strategy rests on a recruitment process that engages the talent you are targeting. A hiring process that delivers on transparency, speed, and communication makes a strong first impression and builds a positive relationship with your potential hires, who more likely to accept offers and recommend your company to others. By improving your candidate experience, you can attract stronger candidates and increase your chances of retaining them.

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Below are a few practical strategies to help establish the fundamentals:

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1. Streamline the Application Process
   Job seekers want simplicity. Offer a straightforward application process that removes unnecessary friction and reducing time spent filling out forms and submitting documents. Improving the speed of your hiring process will also keep applicants engaged. Focus on minimising delays, offering real-time updates, and being upfront about the next steps.
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2. Improve Communication
   Consistent, transparent, and personalised communication is key to keeping candidates engaged. Respond promptly to applications, provide real-time updates on progress, and offer honest feedback to create a positive experience. Avoid relying solely on automated responses, as they can feel impersonal and dismissive.
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3. Offer Transparent Salary Information
   Salary transparency is one of the most common complaints we hear. In fact, 52% of those surveyed indicated that clear salary information in job adverts would improve their experience. Be open about salary ranges to show that you respect candidates time and are serious about filling the role.
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4. Ensure Flexibility
   Candidates are looking for clear policies around remote and hybrid working models. Offer clear, upfront information about remote or hybrid working opportunities.
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5. Clarify Your EVP
   Make sure your EVP is clearly communicated throughout the hiring process, from job descriptions to interviews. This should highlight the unique aspects of your company culture and why candidates would want to work for you over your competitors.  
   

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To attract and retain exceptional talent and niche skills, employers must focus on improving their candidate experience. By streamlining the application process, improving communication, offering transparency, and aligning your EVP with expectations, you can create an environment that attracts the best and ensures a positive hiring journey.

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Goodman Masson excels in these areas, offering a seamless recruitment process and a strong focus on candidate needs. Our team consistently provides clear and regular updates, ensuring candidates are well-informed every step of the way. With a focus on transparency, we advocate for candidates, guiding them through negotiations to secure the best possible outcomes. Our approach is also highly personalised, setting us apart from other agencies.

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Just listen to what some of our satisfied candidates have to say:

“Goodman Masson was incredible from the start . . . extremely professional, take an active interest in candidates, update regularly (which is rare) and handle negotiations to get the best outcome possible.” - Daniel Vigaro – CFO, LiveMore Capital

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“Goodman Masson provided an exceptional service. They gave timely information throughout the recruitment process and managed my expectations excellently. The team proactively resolves potential issues, and all queries are efficiently dealt with.” - Delivery Manager

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"In a complex recruitment market, Goodman Masson's approach in outreach and professionalism stood out. They took the time to clearly communicate expectations around the role and ensured that I was informed at every step of the process."- Technology Group Product Owner

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If you’re looking to elevate your recruitment process, contact Goodman Masson today for recruitment services designed to meet both your hiring needs and your candidates’ expectations.

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