Have you ever had that sinking feeling when a great candidate withdraws at the last minute from a job offer or the final round of an interview? It’s frustrating, but with the right approach, you can spot shaky candidates early and avoid last-minute surprises.

As recruiters, we are likely to get a host of interview no-shows and offer drop-outs in our careers. As we go through the hiring process, we lose candidates, some sooner and others during the final stages.

While it’s impossible to predict what’s on a candidate’s mind or when they might reconsider an appealing offer, there are often subtle signs that can help you spot shaky candidates before they withdraw. Identifying these red flags early can save valuable time, effort, and frustration.

In this post, I’ll share my views on how you can identify if you have a shaky candidate on your hands.

Who is a Shaky Candidate?

Before I start discussing how to spot shaky candidates, let me explain what I mean by shaky candidates. In your recruitment career, you are likely to get offer-dropouts and interview-no-shows every once in a while, and to a certain extent, they are inevitable. 

The candidate could genuinely have a valid reason not to show up for an interview or reject an offer if they have experienced some emergency or unforeseen circumstances at that time. 

However, shaky candidates are the ones who have decided to drop out during the final stages of interview and onboarding, simply because they are getting a better offer elsewhere.

These candidates are usually also high-caliber talent in high demand in the current job market. They have several opportunities within reach, and as they considered the one they were about to commit to, they felt it might not be the best choice for them.

A candidate can be shaky from the start, or they become uncertain later in the hiring process. So, it’s important to sense when your candidate is becoming uncertain about the opportunity, and how you can stop that from happening. 

How to Spot Shaky Candidates

First, let’s know why shaky candidates might opt out of the offer or the interview. Overall, there are two reasons for these candidates to drop a job offer later on:

• They are offer-trading.
• They were genuinely interested but changed their mind afterward.

They are Offer Trading

As I said, when it comes to high-demand talent with niche skills, opportunities chase them left, right, and center. Aware of their value in the job market, some candidates might engage in “offer shopping” or “offer-trading,” wherein they show interest in different organizations even when they are not actually looking to switch jobs.

How Do You Spot an Offer Trader

Early signs can appear during the vetting process.

They quickly accept the offer. No questions asked: 

We believe that there are 5 key factors that candidates take into consideration when assessing an employment opportunity that comes their way. These factors include: Brand, Role, Industry, Money, and People: BRIMP, for short. 

If you come across a candidate who seems to be only fixated on the money and doesn’t show any curiosity about their role, the company, or the work environment, it’s a warning sign that they might back out later in the hiring process.

When a candidate blindly accepts the offer and makes their decision solely based on monetary benefits, it could also mean that they only plan to secure an offer and leverage it to better negotiate with other organizations. 

Job Hopper Resume

Employees are switching jobs more frequently than ever before. In today’s job market, switching companies in pursuit of better benefits and compensation is an acceptable career move. 

However, it is also a sign that the candidate has a higher tendency to make a switch over a short period, most likely for a salary increase. If there are a lot of changes in the resume, that means you have to walk with extra caution. 

They Were Genuinely Interested But Changed Their Mind Later On

There are two major reasons why a candidate could drop out from an offer they were genuinely excited about earlier:

• A competitor organization lured them with monetary benefits.
• They got a counter-offer from their current organization and decided to stay.

In this case, a candidate taking too long to respond or delay sharing their documents can be an ominous sign. So, what can you do? 

Out of sight, out of mind

Recruitment and onboarding can be a long process, and as each day goes by, the best candidates accept other attractive offers that come their way. 

So, keep things moving and keep them engaged. 

Pace up the hiring process

You can ensure that as soon as you receive CVs, quickly set up the first interviews. Arrange second one without delay too, and make sure to give feedback to candidates promptly. 

Make paperwork a priority

The time between the verbal acceptance and the impact of paperwork can be a danger zone. If possible, send the turnaround paperwork on the same day you confirm the offer verbally. That way, you can reduce the chances of the candidate changing their mind and accepting counteroffers. 

Keep up the post-offer communication

When you regularly email and call to update the candidate on progress, it helps them stay positive and aligned during the process. Be the supportive voice and maintain open communication during their notice period, especially after their resignation meeting. 

Additional Tips to Avoid Shaky Candidates

Effectively communicate BRIMP to the candidate

When you don’t communicate all the details about the opportunity you are selling, the candidate might feel conned or be pushed into unknown territory and drop out later. So, ensure that you share the aforementioned five key factors with the candidate. This can help spot shaky candidates early, reducing the risk of last-minute withdrawals.

Build your personal network of candidates

Building a personal network ensures that you are not relying solely on popular sources like job portals and online ads that everyone has access to. You can build relationships with prospective candidates who are not currently looking for an opportunity but later prove to be valuable resources when you find the right opportunity for them. Strong connections make it easier to spot shaky candidates before investing too much time in them.

If you’ve developed a rapport with the candidate and vetted the person adequately, a no-show or offer drop-out becomes rare. Conduct a thorough screening process, be flexible with scheduling, and keep your candidates engaged after they accept the offer. Your candidates will have a high chance of sticking with the opportunity.