Why So Many Recruitment Processes Fail (According to a Recruiter)

As a Recruiter, I’m well-accustomed to processes blowing up in my face. I promise that this isn’t (usually) down to my actions though. You see, after you’ve done a couple hundred of these jobs, you start to see patterns in the ones that weren’t meant to be. After a while, you start to see that, with a couple of tweaks here and there, it could’ve all worked out for all parties involved and ended with that oh-so-satisfying handshake. 

So what goes wrong? Well, that’s why we’re all here, isn’t it. Well, there are obviously a million and one things that can possibly go wrong, so in this article, I’m just going to cover the common denominators that caused the most frustrating, agonising processes of my career. So, without any further ado, let’s jump in.

The Salary isn’t Competitive

There’s nothing worse than an employer that insists they are paying a salary that’s ‘competitive’, when you know full well that it is flat out disrespectful and will fail to even attract tumbleweeds. This is the original sin that can break a process before it’s even set off, because it can actively damage an employer's reputation when they reveal themselves to be so out of touch.

But this isn’t impossible to fix. In fact, it’s quite easy. All you have to do is a bit of research up front. Before posting a job advert or talking to any recruiters, spend maybe an hour (max) researching similar job postings across LinkedIn, Indeed, CV Library, and so on. Make sure they are all from within the last 12 months, and factor in location and responsibilities where possible with a little something called common sense. This should give you a good place to start your recruitment process.

Lack of Communication

One of the most insidious ways a recruitment process can derail is through a simple breakdown in communication. It seems basic, yet it is astonishing how often candidates are left in the dark for days, or even weeks, during critical stages of the hiring journey. When an employer or recruiter stops updating a candidate, they don't just lose momentum; they inadvertently signal that the candidate is not a priority. This silence is toxic. It breeds anxiety for the applicant, who is left wondering if they are still in the running, and it damages the employer’s brand, often leading to negative reviews on hiring platforms or word-of-mouth warnings to other potential talent. 

Consistency is the antidote. Whether the news is good or bad, communication must be proactive and transparent. If there is a delay in the decision-making process, reach out and explain it honestly. Candidates are much more forgiving of a timeline that shifts for legitimate reasons than they are of ghosting. A quick email or a brief check-in call preserves the relationship, keeps the candidate engaged, and demonstrates professional respect. Remember, recruitment is a two-way street, and communication is the bridge that keeps the traffic moving smoothly in both directions.

They Don’t Know What the Job Is

At first, I thought this was inconceivable, what with big budgets, valuable time from senior leaders, and my retainer all invested. But no, it happens all the time. There’s a gap in the organisation that needs plugging, but different stakeholders and powers within the business have slightly different ideas about how to plug it. One of them tells me that it’s a quality-oriented role. Another tells me that success in the role is dependent on commercial outcomes. Then I’m pulling my hair out, because they’re already disagreeing on how much of the role is remote vs in the office. 

This one’s harder to fix because the root cause of the problem is always political. People have different ideas about how a problem should be solved, or what it would take to make a part of the business thrive. So the best solution is also political. Trust the hiring manager, who manages the role and measures its success directly, to approve the job description, because that’s their job. 

The Process is Terrible

You know what nobody wants to hear? That they’re just entering a 5 stage interview process, consisting of three separate virtual interviews with peripherally-involved team members, along with a presentation and a personality test that can be interpreted a million different ways. Oh, and after that, let’s throw in a meal with the Chair for good measure – just so he can put his stamp on it too. No. Nononono. It doesn’t have to be this way. We shouldn’t be living like this. 

First thing’s first – let’s use common sense. If these candidates are all here, in this process, then they are almost certainly open to approaches from competitors for similar jobs with them. So what happens if they’re offered a role over there, before they’re even halfway through the process here? They’re gone. Poached. On top of that, even if they aren’t tempted into another organisation, a lot of people just get burned out by these marathon processes. Interviews are stressful, so a gauntlet of three or more of them is just too much for a lot of candidates out there. 

The solution is simple. A two-stage process that is first virtual, then in person is best for engagement and planning, and, depending on the role, that second stage can be either a presentation or a different appropriate task that suitably challenges them against your criteria. With a more concise process that still manages to test candidates, you’ll be able to hire faster without compromising candidate experience.

Candidate Surprises

We’ve all been there. It might be a skeleton in their closet or the fact that they don’t have the right to work or indefinite leave to remain. Either way, these surprises often come after the offer as a sting in the tail. The best way to avoid these frustrating candidate problems is to properly qualify each candidate early in the process. If necessary, ask if they have a clear DBS/criminal record; ask if they have a car and are able to drive, and make sure that they have the legal right to work here.

Closing Thoughts

Overall, these problems are a lot more common than you might think. Businesses of all shapes and sizes are capable of making mistakes – especially when it comes to recruitment. But hopefully after reading this article, you’re able to avoid these issues before they even unfold.