How are we minimising the candidate drop-off rate?

In the competitive recruitment landscape, minimising the candidate drop-off rate is paramount. Join us as we explore how detailed job descriptions, transparent timelines, and personalised feedback help us streamline the recruitment process and ensure a seamless journey for candidates and employers alike.


Candidate drop-off refers to individuals who initially showed interest in a job opportunity, but withdrew from the application process before completion. This can occur at any stage, for example, as early as after viewing the job description, completing the application form, or following initial interviews or conversations. Many organisations struggle with the issue of high candidate drop-off rates which can prolong the time it takes to fill open positions. Several factors can contribute to this drop-off, including complicated application forms, a lack of role transparency, insufficient communication with employers or through receiving better offers elsewhere.

A high drop-off rate can, undoubtedly, present recruiters with challenges. It can result in increased time and resources spent on sourcing and engaging new candidates. We strive to mitigate drop-offs by streamlining the application process, providing clear job descriptions, maintaining consistent communication, and highlighting competitive benefits and opportunities. Clearly, some factors that impact candidate engagement and loyalty are external and out of our control. However, for the parts we can influence, we’re invested in optimising the process to maximise retention.

How are we reducing the candidate drop-off rate?

In today’s competitive job market, it is important for us, like many organisations, to minimise candidate drop-offs. This challenge is addressed through strategies to foster clear communication, and proactively engage candidates. Monitoring candidate feedback throughout the process through a ‘pre-close’ helps identify and address concerns early. We aim to improve transparency, communication, and engagement with candidates to minimise candidate drop-offs.


During the early stages of a candidates’ application journey, it is important to provide detailed and accurate job descriptions that clearly outline the role responsibilities, requirements, and expectations. By providing candidates with a detailed understanding of the role and highlighting competitive benefits, there is greater transparency during the early application stages. This allows candidates to make informed decisions about whether the opportunity aligns with their skills, goals and personal values. Moreover, transparency around the recruitment timeline, next steps and feedback ensure candidates feel valued, reducing the likelihood of them disengaging or dropping out. Transparency with candidates through pre-closing techniques also allow us to address any concerns or objections proactively, ensuring that candidates feel supported throughout the process.


It’s easy for candidates to become disengaged when there is a lack of communication. By communicating with candidates on a regular basis and keeping them informed of timeframes, they become less likely to drop out. Proactively engaging and nurturing candidates builds a foundation of trust and helps us understand their needs better. As candidates are active within the market, it is important to know their driving factors and motivations when applying and interviewing for roles. These can be assessed through pre-close techniques throughout various stages of the recruitment timeline. Pre-closing is a useful way for our recruiters to communicate with the candidate at every touchpoint of the process.

What does a pre-close mean?

It is a process of questioning and uncovering any potential roadblocks that will stand in the way of making a successful placement. It is critical that we are talking to our candidates whilst they move through the process. We’ve listed a few examples below that help uncover more of our candidates thoughts to continue to keep them engaged and minimise candidate drop-offs.

  • How are you feeling about this opportunity?
  • What surprised you during the interview?
  • Do you feel your salary requirements are in line with this position?
  • What additional information do you need about the company or the role to help you make a decision?
  • Are there any other companies or positions that you are currently considering? If yes, where would you rank this opportunity and why?

These are just some examples of the pre-close questions we ask our candidates to ensure they feel valued throughout their job seeking journey. Generally, it involves building a rapport, understanding candidate motivations and addressing any potential queries early in the process.

By being transparent and effectively communicating and practicing pre-closing, candidates are more likely to remain engaged. These approaches help reduce candidate drop-off rates and streamlines the hiring process by minimising last-minute uncertainties.


Looking ahead, our commitment to minimising the candidate drop-off rate in recruitment remains steadfast. Through our ongoing efforts to refine and optimise the recruitment process, we will continue to explore avenues for further improvement. By prioritising transparency, effective communication, and the integration of pre-closing techniques, we aim to foster greater candidate engagement and commitment to job opportunities. We also integrate emerging technologies, such as AI-driven recruitment tools, to further improve our processes and make the hiring process increasingly seamless. These practices contribute to efficient workflows, less time wasted sourcing candidates and a streamlined hiring process.