Why Great Candidates Sometimes Withdraw — And What to Do About It
"This was a waste of time. You need to make sure candidates are 100% ready to leave their job before putting them forward."
It’s feedback I received a while ago after a strong candidate withdrew their application between first and second interviews. They were engaged, they performed well, and by all accounts, the interview went great.
But before the next step?
They decided to stay where they were.
Was it frustrating? Sure.
But was it surprising? Not really — especially in the freight forwarding and logistics industry.
Talent Is Scarce, But So Is Certainty
In a market where top talent is in short supply, the reality is: candidates are interviewing you too.
People aren’t moving as easily as they did a few years ago. They’re:
Waiting for the right opportunity
Entertaining counteroffers
Evaluating culture fit just as much as salary
Protecting stability and flexibility
So yes — a candidate can be interested, qualified, and still decide to stay put. That’s not a recruiter issue. That’s the nature of the current hiring market.
Before Blaming the Candidate, Ask: Are We Making It Worth the Move?
If a candidate backs out, it’s easy to assume they weren’t serious.
But often, it’s something else:
They didn’t feel a strong connection to your brand
The process didn’t inspire urgency
The opportunity wasn’t positioned with enough clarity or appeal
Which raises an important question:
Are you making your opportunity irresistible?
3 Things Freight Companies Can Do Right Now
1. Sell the role early
Be clear from the first touchpoint - what makes this job, team, or leadership style worth exploring?
2. Personalise the experience
Top candidates don’t want to feel like one of many. Make interviews conversational. Show you’ve read their resume. Ask about what they’re looking for.
3. Move fast
In-demand people move quickly. Don’t stretch out the process - or you’ll lose them to someone who didn’t.
💬 Final Thought
Not every candidate will follow through - and that’s okay.
But if you want to reduce drop-off, improve engagement, and close top talent, it starts with how you present the opportunity.
Give them a reason to choose you.