Three-quarters of professionals have rejected job offers following a poor interview experience, according to new research by Robert Walters. The study reveals that half of hiring managers have never received training on conducting interviews.
The research identified three main concerns among professionals during the interview process.
Disorganised scheduling or processes ranked highest at 48 per cent, followed by poor explanation of the role at 25 per cent, and negative impressions of company culture or values at 18 per cent.
Late interviewers change company perception for 41% of job seekers
The study found that 41 per cent of professionals said a late interviewer would change their view of the company. One in four professionals decide within the first few minutes whether they would like to work at a business.
“Interviews are often the first real interaction a professional has with a company. Candidates pick up on subtle cues, and small missteps can make them question whether a business is the right fit,” Gerrit Bouckaert, CEO – Recruitment at Robert Walters said in a statement.
“Untrained hiring managers can inadvertently reject top talent on behalf of the company, which can affect time-to-hire, recruitment costs, and the ability to secure the people needed to drive business growth. Just as importantly, it can leave a lasting mark on how the business is perceived as an employer,” he added.
Two interview rounds sufficient for mid-level roles, say 79% of professionals
The survey found that 79 per cent of professionals believe two rounds or fewer are sufficient for mid-level roles, while 21 per cent believe three or more are necessary.
“Many of these missteps are preventable. A clear and concise interview structure signals professionalism and respect for the candidate’s time. It also increases the likelihood of securing strong professionals before they accept offers elsewhere,” Bouckaert explained.
The Robert Walters Complete Interview Guide outlines steps for hiring managers:
- Review the role and candidate profile in advance so they are fully briefed
- Arrive on time and begin promptly to make a positive impression
- Follow a clear structure with set timings and topics to keep discussions focused
- Ask relevant, consistent, and fair questions to assess skills and cultural fit
- Adapt the process for different formats – virtual, in-person or panel – without losing structure
- Provide timely feedback and follow up quickly to maintain engagement and momentum
“Companies have a real opportunity to turn interviews into a competitive advantage. By equipping managers with the right preparation and training, organisations can engage candidates more effectively, increase acceptance rates, and reduce the risk of losing talent to competitors. Even small improvements, like arriving on time, providing clear information, and structuring the process well, can have a measurable impact,” Bouckaert concluded.
