As recruiters, we see both sides of the hiring process. We know when a candidate drops the ball, shows up late, comes unprepared, or disappears after an interview.
But here’s what many organizations overlook: candidates remember everything about their experience with you. And they talk.
A clunky or unprofessional hiring process can quietly damage your organization’s reputation. We’ve seen it happen, even to nonprofits with compelling missions and strong teams.
And when you’ve partnered with a recruiter, it reflects on us too. Candidates associate their experience not just with your brand, but with ours. If the process feels messy, unclear, or disrespectful, we hear about it. And yes, our reputation takes a hit right alongside yours.
Here are the most common turn-offs candidates mention (and that we witness firsthand):
Disorganization
When schedules change repeatedly, interview links don’t arrive, or panel members aren’t aligned on roles or questions, candidates start to feel like an afterthought. It doesn’t inspire confidence, it raises red flags.
Unprofessional Behaviour
Showing up late to interviews, making inappropriate comments, or failing to create a welcoming environment leaves a lasting impression. It tells candidates more about your workplace culture than you might realize.
Drawn-Out Process
Some interview processes are just too long. For most roles, two rounds are enough. Avoid long gaps between steps and resist assigning time-consuming projects (especially last-minute). Candidates are increasingly unwilling to jump through unnecessary hoops, particularly when communication is unclear.
Poor Communication
When candidates go weeks without an update, or have to chase for basic answers, they begin to assume the role isn’t real or that something’s off internally. Many lose interest before the offer stage. And in the worst cases, we see complete ghosting.
Last-Minute Surprises
Unexpected moves at the end of the process can derail the whole thing. Examples we’ve seen include:
• Asking to check references before the candidate has notified them
• Contacting a current employer without permission
• Failing to clarify that they’re not the only finalist
• Making a low-ball offer
• Rushing an offer without time for review or negotiation
These missteps lead strong candidates to walk away. They might not always tell you why, but they tell us. And those conversations shape how your organization is perceived in the sector, and how our work representing you is seen, too.
The Good News? Candidates Also Remember When You Get It Right
They remember when the process is respectful, transparent, and human. When communication is timely and expectations are clear. When interviewers are engaged and genuinely interested in who they are, not just what they’ve done.
A well-run hiring process builds trust, strengthens your reputation, and helps secure the talent you want. In a competitive market, that’s a real advantage.
We’ve seen top candidates become passionate ambassadors for organizations that made them feel seen, valued, and informed, even if they didn’t get the job.
So yes, how you hire matters. And the good news is, you have more control over that than you might think.