- Solutions
- Products
- Community
- Resources
- Company
Call Sales +44 808 164 2563
Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
Learn moreSelect the right candidates to drive your business forward and simplify how you build winning, diverse teams.
Learn moreHelp your best internal talent connect to better opportunities and see new potential across your entire organisation.
Learn moreCommunicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.
Learn moreAccess tools that help your team create a more inclusive culture and propel your DEI program forward.
Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesRecruit in the modern world and expand your reach with built-in virtual interviewing.
Learn more Talk to SalesFocus on qualifying candidates faster with fully integrated language assessments.
Learn more Talk to SalesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesCompliment your sourcing and engagement efforts with sophisticated lead scoring and advanced campaign personalization.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGive your business a competitive edge with a complete solution for creating personalized, timely, and accurate digital offer letters that inspire candidates to want to join your team.
Learn more Talk to SalesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn moreImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesModernise, streamline, and accelerate your communication with candidates and personnel.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesHow PRMG attracts 50% more applicants for niche finance roles with the iCIMS Talent Cloud.
Learn moreThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
Learn moreTogether we’re creating the world’s largest ecosystem of integrated recruiting technologies.
Learn moreExplore our network of more than 300 certified, trusted third-party service and advisory partners.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreStay up to date with the latest terminology and verbiage in the HR software ecosystem.
Learn morePartner with iCIMS to build the right strategies, processes, and experience to build a winning workforce.
Learn moreThe iCIMS Talent Cloud delivers a secure, agile, and compliant platform designed to empower talent teams, job seekers, and partners with advanced data protection and privacy.
Learn moreWatch the recording of our latest webinar looking at key findings from a recent study and explore short-term and long-term solutions for the talent crisis in 2022 and beyond.
Watch on-demandView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
Learn moreGet to know the award-winning leadership team shaping the future of the recruiting software industry.
Learn moreWe believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
Learn moreLet’s get in touch. Reach out to learn more about iCIMS products and services.
Learn more
July 15, 2021 
8 min read
“Another one bites the dust. And another one gone. And another one gone. Another one bites the dust.”
If the above song lyrics can describe your talent acquisition pipeline, you may have a candidate drop-off problem.
Candidate drop-off is a natural part of the recruiting and talent acquisition process. It’s normal for job seekers to remove themselves from your pipeline if they realize there isn’t a good fit or accept another job offer. But if your candidate drop-off rates affect your ability to fill open positions, it may be time to address the situation.
As a recent job seeker (I joined iCIMS in April 2021), I found that half the battle in job searching was learning which companies to avoid. Unfortunately, sometimes these red flags weren’t evident until I started to interview. If I ever felt uncomfortable (or even offended), I would politely excuse myself from the process.
I’m sure that your company would never intend to offend a candidate or make them uncomfortable. But it can be helpful to see things from a candidate’s perspective to make sure that your hiring process is as inclusive and welcoming as possible.
Here are four red flags job seekers look for that could be contributing to high candidate drop-off rates.
When you’re a job seeker, there seems to be a natural rhythm to the interview process. First, you apply to a bunch of jobs. After a few weeks of silence, you get a flood of responses. After interviewing, the silent treatment returns. Rinse. Repeat.
In between this rhythm, the candidate could be working a full-time job, sending follow-up emails to interviewers, and submitting other applications. So, when a recruiter takes more than 3-5 days to respond with next steps or feedback, it can cause candidates to lose interest in the opportunity and drop out of the process.
Personally, I invested my effort in the companies and recruiters that invested in me. If I didn’t hear back from a company for several days, I took it as a red flag that they had moved on, and I did the same.
Consistently engage with candidates to help keep them interested. Something as simple as a text message from a recruiter goes a long way. I always felt special and recognized when my iCIMS recruiter sent me a text to ask how the interview went. Of course, we all know how that story ends ?
A non-diverse hiring panel can be a red flag for job seekers that look for diversity and inclusion when evaluating a potential employer. While it is important to demonstrate your commitment to diversity, equity, and inclusion throughout the entire talent journey, the iCIMS Class of 2021 Report found that 58% of Gen Z looks for diversity during the hiring or interview process.
Furthermore, a Glassdoor study revealed which sources job seekers trust to understand what diversity and inclusion really looks like at a company. 66% of job seekers trust employees, 19% trust senior leaders, 9% trust the company’s website, and only 6% trust recruiters.
When a candidate interviews with a group of diverse people from your company, it can help them feel confident that you practice what you preach.
To further demonstrate your commitment to DEI and prevent candidate drop-off, you can encourage your hiring panel to talk about diversity and inclusion during the interview. They could mention available employee resource groups (ERG), their favorite part of the company culture, or even how they practice diversity and inclusion in their day-to-day role.
Learn four more ways to build diversity and inclusion into your business practices.
Probably the most common red flag for job seekers is bad reviews on sites like Glassdoor. These reviews can have a significant impact on your candidate drop-off rates. When I was job searching, I would often find an open role that seemed like a decent fit. But after psyching myself up to apply, I would remember to check their employee reviews. If the company had a low rating and many negative reviews, I would run for the hills!
Common red flags I found:
If you have reviews like these, it doesn’t necessarily mean you’re a bad company. Often, it just means your detractors are louder than your advocates.
Consider asking your hundreds (or thousands) of happy employees for their feedback. With employee onboarding software, you can routinely ask new hires for their feedback without adding manual effort to recruiters’ plates.
Remember, reviews should be honest and optional. If your employees have had a positive experience (of course they have, you’re a great company!), a simple ask can be just the trick to prompt their positive feedback. Over time, those reviews turn your online reputation around and pull job seekers in.
This is a BIG red flag for job seekers. While the exact details vary, the accounts I have witnessed follow the same general story:
Stories like this get around, and candidates may become paranoid that they will be ripped off. I was paranoid, too.
One interviewer asked me for a 30-day plan to detail how I would execute the marketing department’s objectives. This was an associate role with associate-level compensation, and the marketing director asked me to provide strategy and direction after only one interview.
I felt I was being taken advantage of, so I politely excused myself from the running. I wanted to be overly cautious (and protect my time), even if that meant turning down a potential opportunity.
Of course, assessing a candidate’s skills in the right way is an essential part of the hiring process. To keep candidates in your funnel, use automated talent assessments from reputable providers. Automated assessments are recruiter-friendly because certified, third-party experts grade them. This helps to reduce implicit bias and reduces administrative work for recruiters.
Candidates can feel confident that companies genuinely want to evaluate their skills, not rip them off.
————
If you find that your company has performed some of these red flags, you can commit to doing better. Small steps every day can significantly enhance the candidate experience. To find more tips on how to address red flags and create a more inclusive candidate experience, download our Inclusive Hiring Guide.
and receive free tips on how to attract, engage, hire, & advance the best talent.
