Skip to main content

Why Good Candidates Run Away (And How to Keep Them)

 Introduction

Ever had a rockstar candidate vanish just when you thought they were locked in? One moment, they’re excited about the role, and the next—poof! No reply, no response, just a LinkedIn status update that says, “Excited to start my new journey!” (At another company, of course.)

So, why do good candidates run away? And more importantly, how do you make them stay? Let’s break it down.

1. The Ghosting Epidemic

📌 Why they run:

  • Slow interview process—by the time you decide, they’ve joined another company.
  • Lack of follow-up—if you disappear for days, they assume you're not interested.

😂 What recruiters think:

  • “What do you mean you’ve already joined another company? We were just about to schedule the third round!”
  • “Why did you ghost me? We had something special.”

✅ How to keep them:

  • Speed up hiring! Top candidates have multiple offers. If you take too long, you lose.
  • Communicate often. Even a simple “Hey, we’re still reviewing” keeps them engaged.

2. The ‘Black Hole’ Application Process

📌 Why they run:

  • Your application process is a maze—10 pages, login issues, and a mandatory “Write a 500-word essay on why you want this job.”
  • No updates after they apply.

😂 What recruiters think:

  • “If you really wanted this job, you’d have spent an hour filling out our 50-question form.”
  • “We’ll let you know… eventually.”

✅ How to keep them:

  • Make applications simple. No one likes filling out redundant forms.
  • Keep them updated. A rejection email is better than radio silence.

3. The Lowball Offer

📌 Why they run:

  • They expected ₹20LPA, you offered ₹12LPA with “great learning opportunities.”
  • They got a better offer elsewhere—more money, better benefits, or remote work.

😂 What recruiters think:

  • “But we have great culture!”
  • “Can you take ₹5LPA less for ‘exposure’?”

✅ How to keep them:

  • Offer competitive pay. If you can’t match salary, offer perks (WFH, bonuses, etc.).
  • Be upfront. If budget is tight, communicate early so expectations are aligned.

4. The ‘Bad Vibes’ Interview Experience

📌 Why they run:

  • The interviewer was rude, disinterested, or asked outdated questions like “Where do you see yourself in 5 years?”
  • A panel of 5 people grilled them like it was an interrogation.
  • No clarity about job role or growth.

😂 What recruiters think:

  • “Our manager is tough, but that’s part of the challenge!”
  • “Why do candidates expect interviews to be easy?”

✅ How to keep them:

  • Make interviews engaging, not stressful. Candidates should leave excited, not traumatized.
  • Sell the role and company. Help them visualize their growth here.

5. The “Gut Feeling” Factor

📌 Why they run:

  • The company has high attrition rates, bad Glassdoor reviews, or unclear job expectations.
  • They sense red flags—like unrealistic work hours, micromanagement, or a toxic work culture.

😂 What recruiters think:

  • “I promise, our bad Glassdoor reviews are exaggerated.”
  • “What do you mean our culture ‘feels off’?”

✅ How to keep them:

  • Be transparent. Address concerns directly instead of avoiding them.
  • Showcase happy employees. Candidates trust real employee stories, not just company branding.

Conclusion

Good candidates don’t leave just for fun—they leave because something in the process pushed them away. If you want to keep them, make hiring smooth, communicate well, and treat them like an asset, not an option.

Now, go hire that rockstar before someone else does!

Comments

Post a Comment

Popular posts from this blog

Effective Selection of a Candidate: The Art of Smart Sourcing 🕵️‍♂️✨

Selecting the right candidate is like finding a needle in a haystack, but with the right steps, you can make the process feel more like a treasure hunt! 🏆 Let’s break it down into three essential steps: Client Call, JD Understanding, and Candidate Persona – with a sprinkle of sourcing magic! Step 1: The Client Call – Where All the Magic Begins ✨ Before you dive headfirst into the candidate pool, you need to have a deep understanding of the client’s needs. The first step is to make detailed notes from the client call. Here’s where you’ll jot down the must-have skills, those nice-to-have skills, and – this is crucial – the types of candidates that should absolutely not be included in your search. The client’s preferences will guide you in filtering out the right talent. Also, take note of any domain-specific skills, whether they want candidates from services or product companies, their max budget, preferred work mode, and the pedigree of the candidates. It’s a checklist that’ll save ...
Post a Comment
Read more

Ctrl+C, Ctrl+Candidate: The Copy-Paste Resume Chronicles

Recruiters everywhere know this feeling: you start reviewing resumes, and by candidate number 8, you’re experiencing déjà vu. By candidate number 15, you’re convinced the entire talent pool sat together one weekend and wrote their resumes off the same WhatsApp template. Welcome to the Ctrl+C, Ctrl+Candidate era — where “originality” is on vacation, and copy-paste is the reigning king. 1. The Buzzword Buffet There are certain words that have officially overstayed their welcome: Involved in… Implemented… Orchestrated… If I had a rupee for every “orchestrated cross-functional initiative” , I’d already be orchestrating my retirement plan in Maldives. Fun fact: most of these orchestrations were less like a symphony and more like a trumpet in a traffic jam. 2. The R&R Loop (Ctrl+C Championships) Here’s how it goes: Company A: “Involved in requirement gathering, implemented solutions, orchestrated deployments.” Company B: “Involved in requirement gathering, imple...
Post a Comment
Read more

The Recruiter’s Sixth Sense: Spotting Red Flags Without a Polygraph

  Introduction: You’ve been there. The Zoom call is going well — the candidate is nodding, smiling, hitting all the right buzzwords — and yet… something feels off. Your recruiter spidey senses tingle. Is it the awkward pause after “Tell me about yourself”? The suspiciously perfect resume? Or the way they say “I love teamwork” with all the enthusiasm of a Monday morning alarm? Welcome to the world of recruiter intuition — that magical sixth sense that develops somewhere between your 100th interview and your third ghosting of the week. Let’s dive into the quirky, uncanny ways recruiters spot red flags… no polygraph needed. 🕵️‍♂️ 1. The Resume That’s Too Perfect You get the resume. Every bullet point reads like it was written by a robot who graduated summa cum laude in buzzwordology. Red Flag: Overuse of phrases like “results-oriented professional with a proven track record” , “synergizing cross-functional teams” , or “leveraging frameworks for optimal scalability.” Transla...
Post a Comment
Read more