Case study

Reducing candidate dropout rates at a leading banking institution

At a glance

Faced with high candidate no-shows, this leading banking institution, launched a dedicated post-offer follow-up team to improve the overall candidate experience and reduced decline rates for their technology roles by 7%.

The challenge

The client faced a significant challenge with a high number of candidate dropouts due to the competitive talent market.

To address this issue, they established a dedicated post-offer follow-up team, tasked with maintaining consistent engagement with candidates from the moment an offer is extended until their joining day, throughout their notice period.

The solution

AMS worked in partnership with the client to set up a post-offer follow-up team, a subset of the Recruitment Admin team, tasked with achieving the following objectives:

Regularly communicating with candidates via calls and emails. In the last three months, this has amounted to 3,500 calls and emails.
Establishing tailored candidate touchpoints based on their notice period, ensuring timely and meaningful communication.
Requesting necessary onboarding documents well in advance of the joining date.
Promptly addressing any candidate queries and connecting them with recruiters or hiring managers as needed.
Generating five comprehensive reports each month for internal and external stakeholders to identify any potential concerns among prospective joiners.
Serving as a central point of contact for candidates awaiting joining, offering support and guidance throughout the pre-joining phase.
Organising approximately 500 hiring manager or buddy connect sessions in the last three months to foster early engagement and integration.
Collaborating with the onboarding team to streamline the joining day process and ensure timely and seamless transitions.
Conducting monthly drop analysis to pinpoint trends and underlying factors contributing to candidate dropouts.
Organising five connect events or meet-and-greet group sessions per month to enhance candidate engagement and focus. Year on year, this amounts to 60 events and sessions, further illustrating the time and effort taken to ensuring full care and candidate engagement.

The impact

The client witnessed a notable decline in candidate dropout rates, with offer decline rates for technology hires decreasing from 25% in the previous year's fourth quarter to 18% in the current year.

Moreover, positive feedback from multiple candidates underscored the significance of these efforts in enhancing the overall candidate experience and fostering higher retention rates within the organisation.

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