According to the research conducted by Talent Place, as many as 30% of IT Candidates quit the recruitment process after sending a recommendation to the company. Why is this happening? How to recruit in IT to protect yourself from it? How to avoid losing candidates in hiring process? Here are the 3 most common reasons IT professionals withdraw from processes.
What are the reasons for a resignation from a job offer in IT
1. A more attractive offer from another employer
IT candidates rarely take part in only one recruitment process. There can be many reasons for resignation in IT. It happens, therefore, that during an ongoing process in a given organization, another company from the industry will offer higher salaries, work with more interesting technologies, more developmental projects (for example, the possibility of creating software or applications from scratch) or benefits better suited to the Candidate’s needs. It can be remote work, flexible terms of cooperation, co-financing training or industry events.
For IT specialists, development is one of the most important motivating factors to change jobs. Therefore, if among the companies with which the Candidate is considering cooperation, one definitely stands out in terms of the opportunities offered for development, improvement of competences or learning new tools, it is very likely that they will choose this organization, while resigning from processes in other companies.
2. Too long recruitment process – next reason for resignation in IT
Effective IT recruitment is not only about interesting benefits or transparent communication. It is also about speed and smooth progress through the next stages until employment. When the process drags on for various reasons (waiting for feedback, unclear information from the recruiter, additional tasks or tests), a Candidate may be more likely to find reasons for resignation from a job offer in IT, even if it is at one of the final stages. In this field, IT recruitment has a lot to do with recruiting for other positions – an efficient process and quick feedback are crucial for the involvement of Candidates.
It is similar in the case of unclear recruitment rules – the Candidate should be kept informed about the result of each stage, starting from the moment of receiving the application. It is also worth communicating how much time each stage will take at the very beginning of the process. Thanks to this, there is a lower risk that the Candidate will independently conclude that the process is too long and decide to resign.
3. Decision to stay with the current employer
The shortage of IT talent on the market makes every skilled worker worth its weight in gold. Therefore, the organization, when it receives information that one of the overcrowded people is considering changing jobs, will probably come forward with a counteroffer – after all, caring for key employees for the company is one of the employer’s priorities. A counter-offer may include a promotion, higher salary, more interesting responsibilities or a promise of additional benefits.
If the counter-offer presented is attractive to the jobseeker, it may be that it will convince them to stay with their current employer. Sometimes it is also influenced by other factors, not necessarily related to the counteroffer – they may be, for example, private matters or a high sense of loyalty to the current employer. Then losing candidates in the hiring process can unfortunately be noted.
In addition to the above-mentioned reasons, IT Candidates give up recruitment processes also when the offer presented to them and / or the message from the recruiter lack details – information about the technology, project, rate, form of cooperation. Similarly, if the recruiter does not have enough knowledge about the organization – what is the team, how many people it consists of, in what methodology the work takes place, with what tools, etc. So it’s worth providing the recruiter with as much information about the company, offer and processes as possible.
Challenges in IT recruitment – summary
IT professionals value this kind of specific information. During recruitment, two issues are most important to them: whether the recruiter is substantively prepared for the interview and whether the entire process is organized scrupulously, correctly and on time. It is worth remembering, because even the slightest mistake or oversight may result in the Candidate’s resignation from the process. Regardless of whether it is the beginning or the final stage.
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