How to Prevent Candidate Fall-Offs

by Liz Carey

man falling through the sky attached to a bungee cordAs an independent executive recruiter, you know how crucial it is to find and place top talent in your clients’ companies. Your reputation and business success depend on it. However, one of the biggest challenges recruiters face is candidate fall-offs. This happens when a candidate accepts an offer but ultimately declines or backs out before starting the job. Not only does this reflect poorly on your recruiting abilities, but it also wastes time and money for both you and your client. So how can you prevent candidate fall-offs? Here are some tips to guide you.

Understand the Root Cause

The first step in preventing candidate fall-offs is understanding why they happen in the first place. Some common reasons for candidate fall-offs include unmet expectations, a better offer from another company, personal circumstances, and poor communication between the recruiter and the candidate. By identifying the root cause of fall-offs in your recruiting process, you can take proactive steps to prevent them.

Set Realistic Expectations

Unmet expectations are one of the key reasons candidates back out of job offers. As an independent executive recruiter, it is your responsibility to set realistic expectations for both your clients and candidates. This includes being transparent about the job requirements, salary and benefits, company culture, and any potential challenges they may face in the role. By setting clear and honest expectations from the start, you can avoid surprises that may lead to a candidate falling off.

Foster Open Communication

A critical aspect of preventing candidate fall-offs is fostering an open line of communication throughout the entire recruitment process. It’s important to not only communicate regularly but to also ensure that the communication is two-way. Encourage candidates to ask questions and express any concerns they might have about the role, the company, or the recruitment process itself. By doing so, you can identify and address any potential issues before they lead to a candidate withdrawing from the process. Remember, a well-informed candidate is more likely to remain committed to an offer.

Build Strong Relationships

Building a strong relationship with candidates goes beyond the professional confines of the recruitment process. By taking the time to understand their career aspirations, personal goals, and what they’re looking for in a job, you can better match them with opportunities that align with their desires. This personal touch not only enhances the candidate’s experience but also increases their loyalty and commitment to the job offer. A candidate who feels valued and understood is less likely to fall off at the last minute.

Provide a Comprehensive Onboarding Process

The period between accepting an offer and the first day on the job is crucial. To prevent candidate fall-offs during this time, it’s essential to have a comprehensive onboarding process in place. This includes preparing them for their new role, introducing them to team members, and setting up any necessary training sessions. Providing a clear roadmap of what to expect in the first weeks can significantly reduce the anxiety or second thoughts a candidate might have about their new position.

By employing these strategies, independent executive recruiters can significantly reduce the occurrence of candidate fall-offs. It’s about creating a seamless, transparent, and engaging experience for the candidates from the initial contact to their first day on the job and beyond. When candidates feel supported, understood, and valued throughout the process, they’re more likely to stay committed to their job offer, benefiting both them and your clients.


No More Bungee-Jumping CVs: Why Applying for Suitable Roles is the Way to Go!

by Veronica Blatt

Today’s guest blogger is Tim Lane founder and director of Park Lane Recruitment based near Manchester UK.  Park Lane Recruitment is a specialist recruiting firm in the technology space with niche areas of cybersecurity, fintech, space and defense IT, as well as generic IT sales, tech and managerial.  Tim is also a former NPAworldwide Board Director with responsibility for the EMEA region and a 30+ year veteran of the recruiting industry. Today Tim gives us a lighthearted look at the serious topic of applying for suitable roles.

Greetings, job seekers and career enthusiasts! Are you tired of bouncing around like a kangaroo on a pogo stick, submitting your CV for every job that catches your eye? Well, hold on to your hats and get ready for a wild ride as we embark on a journey to explore the hilarious and thought-provoking world of applying for roles that actually suit you. Join me in this rollercoaster of laughter and wisdom as we uncover why it’s essential to apply only for suitable roles. #Lessonsfromarecruiter

The Great Pretender:

Imagine this: you stumble across a job description that could make even James Bond sweat with excitement. You’ve never been a spy, but hey, who’s to say you can’t pick up espionage skills on the fly? You proceed to craft a cover letter that would impress the pope. But let’s face it – you don’t actually have a penchant for martinis and Aston Martins, so this isn’t your cup of tea. It’s time to face the music and embrace roles that genuinely match your skills and experience.

The Curse of the Frankenstein CV:

Ah, the infamous Frankenstein CV – bits and pieces of experience stitched together in a desperate attempt to create a perfect fit for a role you’re clearly unsuited for. Picture the confusion on the recruiter’s face when they realise you’ve gone from lab assistant to accountant to social media manager, all in the span of six months. Spare yourself and others the absurdity and apply for roles that align with your background. Trust me, your CV will thank you.

The Chasing Game:

Ever felt like you’re running a never-ending race, chasing after roles that always seem just out of reach? It’s time to break free from this Sisyphean cycle and focus on the roles that genuinely ignite your passion. Remember, job satisfaction comes from finding the perfect balance between your skills, interests, and the job’s requirements. So, lace up your running shoes and sprint towards roles that make you excited to jump out of bed in the morning.

The Mediocrity Mirage:

Applying for roles outside of your expertise often leads to a dangerous mirage of mediocrity. Sure, you might land a job that pays the bills, but deep down, you’ll be yearning for more. By aligning your applications with your true talents, you have a greater chance of finding fulfilment and excelling in your chosen field. Break free from the shackles of mediocrity and let your skills shine in a role that’s tailored just for you.

The Power of the “Right Fit”:

Remember the tale of Cinderella and her perfect glass slipper? Well, finding the “right fit” in the job world is just as crucial. Like Cinderella’s prince, the ideal role is waiting for you, customised to showcase your skills and passions. By targeting roles that suit you, you increase your chances of finding a workplace where you feel valued, motivated, and supported. Say goodbye to uncomfortable, ill-fitting shoes and embrace the perfect fit that will take you to new professional heights.

Conclusion:

In the grand adventure of finding the perfect job, it’s easy to get swept away in a sea of unsuitable applications. But let’s keep our feet on solid ground, shall we? Focus on suitable roles that genuinely match your skills, interests, and experience to save yourself from endless frustration and unlock the doors to career success and satisfaction. Pay special attention to the “must-haves” and ensure you have those. Your future self will thank you for it!


Google’s New Email Rules: A Primer for Recruiters

by Veronica Blatt

Today’s guest blogger is Andrew Rothman, web site manager and project specialist for PCRecruiter, the ATS/CRM hybrid selected by thousands of independent and agency recruiters around the world. PCRecruiter has been an NPAworldwide partner for over a decade. This article reviews the changes recently made by Google to email rules regarding authentication and subscriptions, with a focus on how they might affect the way recruiters handle and scale their email marketing and communications plans.

Back in October, Google announced changes to their email handling policies designed to combat spam. These new changes will be fully in place by February 2024. Yahoo/AOL has announced similar email rules and others will likely follow suit. While the changes should mostly have a positive effect — reducing the amount of junk and scams that get to inboxes — they could have a negative effect on your recruiting process if you rely heavily on cold email or aren’t using properly configured outgoing email systems. Read the rest of this entry »


Recruitment News from NPAworldwide

by Veronica Blatt

I don’t normally use this space to directly talk about NPAworldwide, but in the world of recruitment news, we have had a couple of notable events in the past week that are worth sharing.

First, for regular readers of our blog, you’ll have noticed regular contributions from Dave Nerz. Dave has announced his retirement effective June 30, 2024. Our Board of Directors has been engaged in a search process to find his replacement and we are pleased to announce that Kerry Crockett, MBA, CPC, CAE, CMP Fellow, DES has joined NPAworldwide as our new President and COO. Kerry comes to us most recently from the Insurance Accounting and Systems Association where she served as CEO. She is a dynamic professional with a strong background in team building, product development, strategic planning, international event planning, event profitability, membership growth and sponsor recruitment. We are excited for this new chapter in NPAworldwide’s nearly 70-year history. I’m sure you’ll be hearing more from Kerry as she settles into her role. Read the rest of this entry »


Every Day is March Madness in Recruiting

by Liz Carey

basketball net with basketball in itRecruiters are constantly faced with challenges, obstacles, and the unpredictable nature of the job. Sound familiar? That’s because recruiting is a lot like March Madness – the annual college basketball tournament that captivates audiences around the world. In this blog post, we will explore how the recruiting industry mirrors the excitement, intensity, and unpredictability of March Madness. Read the rest of this entry »


Winning the Talent Wars: How to Secure Top Talent for Your Business

by Veronica Blatt

Today’s guest blogger is Rachelle Mire, senior account executive at McQuaig, a global leader in talent management solutions. McQuaig assessments are designed to provide a deeper insight into a candidate’s personality, cognitive, and behavioral attributes. With over 50 years of experience, McQuaig assessments provide a comprehensive view of a candidate and their potential to succeed in an organization while shedding light on the most important areas of employee development. Read on to learn what you need to do to win the talent wars.

In today’s competitive business landscape, attracting and retaining top talent is crucial for success. The talent wars are heating up as companies vie for skilled professionals who can drive innovation, boost productivity, and fuel growth. To come out on top, businesses must adopt effective strategies that matter most in securing top talent. In this blog, we’ll explore key tactics and approaches to help you navigate the talent wars successfully. Read the rest of this entry »


Marketing Most Placeable Candidates For Business Development

by Liz Carey

Ace of spades playing card amongst other cardsIn the competitive world of recruitment, the ability to identify and attract top talent can make or break a business. As recruiters, your success hinges on your ability to connect qualified candidates with the right opportunities. However, in order to truly excel in this field, it is essential to focus on marketing Most Placeable Candidates (MPCs). These individuals possess the skills, experience, and attitude that set them apart from the rest. By strategically targeting and promoting MPCs, you can elevate your business development efforts and achieve unparalleled results. Read the rest of this entry »


Understanding Key Recruitment Trends: Insights for 2024

by Dave Nerz

Recruitment trends play a pivotal role in shaping hiring strategies and understanding the dynamics of the job market. Here are some key recruitment trends to keep a close eye on:

Sectoral Job Growth Dynamics:

In 2023, an astonishing 79% of non-farm job growth was concentrated within a select few sectors: government, education, and health services. This data, extracted from the Glassdoor December Jobs Report, sheds light on the discrepancy between sectors experiencing growth and those facing challenges, such as manufacturing or finance. Understanding this disparity is crucial for recruiters navigating the landscape of job availability and demand. Read the rest of this entry »


Global Net Employment Outlook 26% for Q1

by Veronica Blatt

green and blue watercolor-style world mapDespite global economic uncertainty and continued recession woes, the latest Employment Outlook Survey from Manpower Group indicates that 42 percent of employers anticipate increased hiring this quarter. With 16 percent of employers anticipate shrinking payroll, that leads to a net employment outlook of +26 percent. This is a decrease of four percent from Q4, but a YOY increase of three percent. Thirty-nine percent of employers don’t anticipate any changes to current staffing levels. Read the rest of this entry »


Employers Aren’t Changing Relocation Packages Despite the Market

by Veronica Blatt

Our guest blogger is Roman Duty of Recruiting Services International / RSI in Rushville, Indiana. RSI is a boutique executive search firm that celebrated 50 consecutive years of business in 2020. The firm provides highly individualized recruiting services to clients on a local, regional, and international basis. RSI’s recruiting activities are focused on high-level technical search and managerial placement in many manufacturing arenas. Read his post below about relocation packages.

As I finish my four-year tenure as a Board Director with NPAworldwide, I asked network members to comment on the current state of their clients’ commitment to relocating talent for their open positions. More specifically, I was most interested in learning if their clients had recently or EVER amended relocation packages. As recruiters, we know the recruiting market can change dramatically but I was amazed to discover that of the 25-30 recruiting firm owners who responded, not a single one disclosed a client having changed their relocation policy in at least five years. Isn’t this bad for business?

For middle-management or high-end individual contributor roles (up to $125K), the relocation packages were all strikingly similar, $5,000-$15,000 lump sum. That’s it. Take it or leave it. Relo packages offered between these roles and upper management/directors, C-suite is often incredibly dramatic. The vast majority of employees for a company are not in upper management, but they are overwhelmingly the engine that powers company profitability. Factor in new market trends such as sky-high interest rates and candidates are more reluctant than ever to move. When asked if they were relocating more or less candidates, a single firm owner said it was more in 2023.

A few years ago, companies began to get creative with how they attract and retain talent. Unlimited vacation, hybrid-remote options, higher salaries, cafeterias with more food options than Mall of America, etc.… In shifting markets, I would think companies would be more strategic and innovative with relocation offerings. For instance, many of us have clients with multiple sites but the relocation packages never deviate regardless of cost-of-living in certain areas? Painting with a broad brush, wouldn’t you say?

In the ever-competitive landscape of attracting the best talent, it behooves companies to pivot and take a closer look at relocation packages across all levels of employment. At some point, we’ve all coached clients in one way or another on their recruiting strategy, but relo packages remain outside of our touch points. Despite shifting sands, it appears that companies are unable to move quickly enough in this area to keep up with market changes.


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