Why Top Students Drop Out of Your Hiring Process (and How to Stop Them)
Losing student candidates in the middle of your hiring process is often avoidable. Here’s how to make sure it doesn’t happen to you.
In today’s world of candidate ghosting, you may not even receive a “no, thank you,” let alone useful feedback on why a candidate decided not to move forward in your hiring process.
Once those candidates are gone, they’re gone—forever. Here are a few main reasons Generation Z is bailing on interviews and failing to respond to job offers, plus a few suggestions for how you can fix what’s broken in your hiring process.
Why is Gen Z Dropping Out of Your Hiring Process?
1. Your Recruiting Methods Are Outdated
If Generation Z candidates feel that your recruiting methods are old-fashioned, you risk losing more than half of your potential candidates in the application process. In fact, 54% of Gen Z job seekers won’t even complete a job application if they suspect a company’s recruiting methods are outdated.
Generation Z candidates were practically born with smartphones in their hands. They’re digital natives with no tolerance for complex processes and procedures. If you want to attract Generation Z candidates and keep them engaged throughout your hiring process, project a high-tech image of your company.
2. You Aren’t Communicating Face-to-Face
Although Gen Z job seekers love technology, they truly value the kind of authenticity that only comes from personal communication. In fact, according to the 2019 Yello Recruiting Study, the majority of Generation Z candidates would rather talk to recruiters face-to-face than through less personal channels. If you’re not providing a hands-on candidate experience with lots of face time, you risk losing good potential hires.
3. You’re Keeping Candidates in the Dark for Too Long
Throughout the hiring process, there’s no such thing as over-communication. Gen Z job seekers expects a quick hiring process. In fact, 82% think it should take no more than two weeks after the initial interview to make a hiring decision. So don’t be shy about sending updates and status checks to keep them engaged and excited about your opportunity. If something is going to delay the hiring process, say so. If a candidate is still in the running while you proceed with other interviews, send a quick note to explain. When it’s possible to provide a timeline on your decision, do so.
4. Your Interview Scheduling Process Needs Help
Generation Z candidates grew up expecting instant gratification—instant communication, instant information and more, so don’t be surprised if they’re frustrated by a poor interview scheduling experience that includes lots of back-and-forth emails and rescheduled meetings. In fact, Generation Z candidates are 66% more likely than their millennial colleagues to be frustrated by back-and-forth emails to schedule interviews.
How Can You Stop Gen Z from Dropping Out of Your Hiring Process?
1. Go Paperless When You Recruit on Campus
Modernize your recruitment events on campus with software that makes it easy to collect resumes digitally, evaluate candidates on the go, and engage attendees before and after the event.
2. Give Your Recruiters Some Time to Shine
Generation Z ranks their relationship with recruiters highest when it comes to deciding whether or not to accept a role. The ability to establish sincere connections can’t be automated, but many time-consuming recruiting tasks can. Use software that helps you focus on building quality relationships rather than getting bogged down in repetitive processes.
3. Speed Up Your Interview Scheduling
Scheduling interviews the old-fashioned way—through email or over the phone—is massively time-consuming and labor-intensive for your team and your candidates alike. Use AI-powered software that reduces interview scheduling time from 60 minutes to 60 seconds.
Attracting top students—and keeping them engaged throughout your hiring process—requires a smooth and friendly, technology-focused candidate experience. Don’t let promising talent slip away for reasons you and your talent acquisition team can prevent.