It's not just about candidates trying to prove themselves to you; they’re also evaluating you, just as much as you’re evaluating them. And yet, so many companies still treat interviews like an interrogation, throwing curveball questions and rigid processes at candidates, then wondering why they lose top talent to competitors.
If you want to attract and retain the best people, it’s time to rethink your interview strategy. Here’s what candidates actually want—and what’s driving them away.
1. A Process That Doesn’t Feel Like a Marathon
Ever applied for a job and found yourself stuck in a five-stage interview process that drags on for months? Candidates hate that. A recent poll we conducted found that 50% of respondents said that "endless interview rounds" is their biggest hiring "red flag". At the end of the day, candidates likely have other opportunities on the table, and if you make them jump through unnecessary hoops, they’ll move on.
✅ What to do instead: Keep it efficient. A streamlined, two or three-stage process with clear timelines is enough to assess talent without exhausting them.
🚫 What to avoid: Making candidates repeat the same answers to different interviewers across five different meetings. Respect their time, or they’ll find an employer who does.
2. Interviewers Who Are Actually Prepared
Nothing screams “we don’t value you” more than an interviewer who hasn’t even glanced at a candidate’s CV before the meeting. When candidates walk into an interview, they expect you to have done your homework—just like you expect them to.
✅ What to do instead: Read their CV before the interview, know what role they applied for, and prepare relevant questions. Show them you’re engaged.
🚫 What to avoid: Asking, “So, tell me about yourself” as if their entire work history isn’t sitting right in front of you.
3. A Two-Way Conversation, Not an Interrogation
Gone are the days when candidates should feel grateful just to be in the room. The best talent has options, and they want an interview that feels like a conversation, not an interrogation.
✅ What to do instead: Let them ask questions. Sell your company as much as they’re selling themselves. If they leave feeling like they were just grilled, they won’t be back.
🚫 What to avoid: Power plays. Candidates want to feel like potential future colleagues, not like they’re sitting in front of a judge and jury.
4. Honest Insights About the Company and Role
No one wants to sign up for a job that looks great on paper but turns out to be a disaster in reality. Candidates appreciate transparency—about company culture, expectations, and potential challenges.
✅ What to do instead: Be upfront about the role. Talk about the positives, but also be honest about challenges. A good fit is better than a quick hire. Take them through a quick tour of the office where they'll potentially be working. Let them see the faces of their potential future colleagues.
🚫 What to avoid: Overpromising and underdelivering. If the job isn’t actually flexible or the culture isn’t as advertised, expect quick turnover.
5. Quick and Constructive Feedback
The black hole of recruitment—the place where candidates’ applications and interview performances go to die without a word. If someone has taken the time to meet with you, the least they deserve is a response.
✅ What to do instead: Provide timely feedback, even if it’s a rejection. A short, constructive email shows professionalism and respect. Give them honest feedback without being unprofessional. They can't learn from what they don't know.
🚫 What to avoid: Ghosting candidates. If you wouldn’t like it happening to you, don’t do it to them. It's hard to make that rejection call or email, we know. But it's the right thing to do and, although it's not what the candidate was hoping to hear, they'll respect you for taking the time to do it.
📊 Based on a recent poll we conducted, these are a jobseekers biggest 'red flags' during the interview process that make them think "No way am I working there":
Endless Interview Rounds: 50%
No Feedback After Interview: 19%
Zero Transparency: 16%
Unprepared Interviewers: 14%
How VANRATH Can Help You Get It Right
Interviews shouldn’t be a turn-off for candidates—they should be an opportunity to excite and attract the best talent. At VANRATH, we help businesses streamline their hiring processes, ensuring interviews are engaging, effective, and set up to secure the right people.
We also prep candidates thoroughly, making sure they’re informed, confident, and ready to bring their A-game. When both sides come prepared, everyone wins.
If your hiring process is costing you top talent, maybe it’s time to rethink your approach. And if you need help making that happen? That’s what we do best.
Get in touch with us today by calling 028 9033 0250 or email hello@vanrath.com
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