In recruitment, finding the right candidate is just the beginning. From that first interaction to them signing on the dotted line, keeping a candidate engaged is a complex, strategic process that requires planning and continuous communication. Every recruiter knows the hiring journey is full of pitfalls where even the best candidates can slip away if they’re not consistently nurtured and informed.
When a recruiter submits candidates to an employer they then enter a phase of waiting as their client reviews the top options. In this critical window high calibre candidates may also be receiving offers from other companies or getting distracted by other opportunities. Keeping these top candidates engaged during this waiting period is like a real estate agent keeping a buyer excited about a property they love. The recruiter’s role becomes a juggling act of telling the client’s interest, supporting the candidate in their decision making and making them see the full value of the employer’s brand.
To not lose a candidate an experienced recruiter uses multiple touchpoints, personal interactions and industry knowledge to support and engage the candidate from start to finish. It’s a process that’s like a real estate agent working to keep a buyer interested in a property. In recruitment it’s about keeping candidates and re-selling the role so that no matter what other options they have they feel this opportunity is their best fit.
Here we’ll explore how recruiters stop a candidate from going to another opportunity and the specific touchpoints and personalisation techniques to get the hire.
Recruitment is a game of precision. Small missteps can quickly lead to losing a top candidate, and we’ve seen it happen all too often. At MSR Talent, we’ve built our approach by learning from the mistakes of others, ensuring candidates remain engaged, supported, and eager to move forward.
1. Failing to Personalise the Candidate Experience
Candidates aren’t just resumes—they’re individuals with unique goals and priorities. Many recruiters lose them by failing to tailor the recruitment process to their specific needs.
How MSR Talent gets it right:
- We understand their “why”: Before we discuss the role, we dig into what motivates the candidate—whether it’s career growth, stability, or a better work-life balance.
- We craft tailored pitches: By presenting the opportunity in a way that resonates with the candidate’s values and aspirations, we ensure it feels like the perfect fit.
- We build trust through honesty: Overselling a role or company may get a candidate to say “yes” initially, but it often leads to disengagement down the road. We keep it real from day one.
2. Inconsistent Communication
Radio silence is the fastest way to lose a candidate. Yet, it’s a mistake we see all the time. Candidates who feel left out of the loop quickly move on.
Here’s how MSR Talent keeps them engaged:
- We provide proactive updates: Even when there’s no major news, we reach out to reassure candidates they’re still in consideration.
- We guide every step of the way: From interview prep to post-interview feedback, we make sure candidates know what’s coming next and how to succeed.
- We act as a bridge: Candidates often feel disconnected from employers during the hiring process. We ensure they feel valued by maintaining constant dialogue.
3. Neglecting the Human Element
Recruitment isn’t just about matching skills to roles—it’s about connecting with people. Some recruiters focus solely on qualifications and forget to build rapport.
At MSR Talent, we prioritise relationships:
- We listen, not just talk: Taking the time to understand what matters most to a candidate builds trust and opens up deeper conversations.
- We address concerns head-on: Whether it’s about salary expectations or company culture, we tackle candidate hesitations with empathy and facts.
- We celebrate their wins: A new role is a major milestone. We acknowledge this, making the process feel meaningful from start to finish.
4. Ignoring Market Realities
Candidates often receive multiple offers, and recruiters who don’t provide objective advice risk losing their trust—and the placement.
MSR Talent’s approach:
- We leverage our industry expertise: With deep market insights, we help candidates compare offers with a realistic lens, highlighting key differentiators.
- We highlight the long-term benefits: While some offers may seem attractive upfront, we guide candidates to consider growth opportunities, company stability, and cultural fit.
- We offer balanced advice: Instead of steering candidates toward one role, we help them align their decisions with their career goals.
5. Failing to Address Red Flags Early
Many recruiters wait too long to identify or address issues, whether it’s a lack of enthusiasm or concerns about the hiring process.
How we stay ahead:
- We ask the right questions: From the first conversation, we probe for hesitations and concerns to resolve them early.
- We monitor engagement: Regular check-ins allow us to gauge a candidate’s interest and address any wavering confidence.
- We adapt quickly: If the process isn’t moving fast enough or if the candidate is losing interest, we pivot to keep momentum alive.
6. Overlooking Cultural Fit
Skills can be taught, but culture fit is essential. Too often, recruiters focus solely on qualifications, leaving candidates unsure if they’d thrive in the role.
Our approach:
- We emphasise company culture: By painting a clear picture of the organisation’s values and work environment, we help candidates envision themselves in the role.
- We focus on compatibility: We align candidates not just with the role but with the team, leadership style, and overall vision of the organisation.
7. Rushing the Process
While speed is important, rushing candidates through interviews or decision-making can leave them feeling overwhelmed—or undervalued.
MSR Talent strikes the right balance:
- We give candidates room to think: While maintaining urgency, we ensure candidates have enough time to make informed decisions.
- We streamline without cutting corners: Our process is efficient but never sacrifices the personal touches that make candidates feel valued.
8. Forgetting to Follow Up Post-Placement
Many recruiters drop the ball after the candidate signs the offer, leaving a sour impression and risking future referrals.
What sets us apart:
- We prioritise aftercare: Our relationship doesn’t end at placement. We check in with candidates to ensure they’re settling in and thriving.
- We value long-term relationships: A positive experience means candidates are more likely to refer others or return when they’re ready for a new role.
Trust and Top Talent
Placing a candidate in a role is just the beginning; it’s about building trust, providing facts and getting candidates genuinely excited about the opportunity. For employers it’s about partnering with an experienced recruiter. Just like a top real estate agent who can navigate the market, an experienced recruiter can navigate industry trends, salary benchmarks and the subtleties that make a role special.
In a competitive market the difference between attracting and losing top candidates is the recruiter’s ability to keep candidates engaged, personalise the process and position the employer brand. An experienced recruiter will help candidates see the value in your company and keep them invested in the role so by the time they start they’re fully committed to building a future with your organisation.
Ready to attract and retain top talent? Work with a recruiter who knows your industry and will keep candidates engaged every step of the way. Get in touch today to find out how we can help you attract and retain the best candidates.
At MSR Talent, we know what it takes to secure top talent because we’ve seen how easy it is to lose them. By avoiding the common pitfalls above, we’ve built a reputation for keeping candidates engaged from start to finish—something not all recruiters can say.
