Why candidates drop off during assessments - and what you can do about it

In the war for talent, more and more companies are using assessments as part of their hiring process. And rightly so: a good assessment helps evaluate whether someone truly fits the role, team, and organisation. But there's a downside too: an increasing number of candidates are dropping out as soon as they're asked to complete an assessment.

These so called assessment drop-offs are frustrating for recruiters and costly for organisations. Why does it happen? And how can you prevent strong candidates from abandoning the process - without having to ditch assessments altogether.

In this blog we dive into the root causes of candidate drop-off during assessments, and show how Pera's approach helps turn the tide.

What is candidate assessment drop-off?

Candidate drop-off refers to applicants not completing the hiring process. Assessment drop-off happens when a candidate specifically quits when asked to take a test, questionnaire or task.

This can happen at various stages:

• During the initial application
• After a first interview (when the assessment follows later)
• Just before the final stage (e.g., in the last hiring round)

The impact is significant:

• You lose potentially strong candidates
• Your recruitment funnel becomes inconsistent
• Time, money and energy are wasted on incomplete processes

The 4 main reasons for assessment drop-off

Research and real-world experience show that candidates drop out for a variety of reasons. These are the four most common:

1. The assessment is too long or complex: Many assessments require 45 to 90 minutes. In a job market where candidates are in control, that's a big ask - especially when there hasn't been any human interaction yet.
2. Lack of explanation or context: Candidates often don't know why they're taking the assessment, how it works, or what will be done with the results. Without context, it just feels like an extra obstacle.
3. Bad candidate experience: Outdated or clunky platforms, technical issues, or interfaces that aren't mobile-friendly lead to drop-offs before candidates even begin.
4. It doesn't feel relevant: If the assessment doesn't clearly relate to the role or doesn't seem to add value, candidates question why they're being asked to do it.

Why ditching assessments all together is not the answer

Because of high drop-off rates, some companies decide to remove assessments altogether. While that may seem like a quick fix, it's a missed opportunity in the long run.

Why?

• You lose valuable insights into behaviour, potential and fit
• You're more likely to make 'gut hires', which increases mismatches
• You sacrifice objectivity, which harms diversity and inclusion efforts

The good news: you don't have to choose between using assessments or avoiding drop-offs. The solution lies in how you assess.

How Pera prevents assessment drop-off (without compromising quality)

At Pera, we've asked ourselves from day one: how can we gather rich behavioural insights without losing the candidate? Our approach is based on: short time investment, clear context and value for the candidate.

1. Short and accessible: the Pera test in just 15 minutes.. Instead of lengthy cognitive or personality tests, we use a proven methodology based on behavioural insights. Candidates answer 3 short and easy questions that take just 15 minutes on average. No IQ puzzles, no abstract logic games, no long text reading - but still deep insight in behaviour, motivation, performance and culture-fit.
   
2. Clear explanation: what's in it for the candidate? Pera always provides candidates with feedback on their profile. This makes the process transparent and valuable - even if they don't get the job. Employers explain that the Pera assessment isn't about judging candidates, it's about discovering potential that traditional methods often miss, using data-driven insights to support fair an informed decisions.
   
3. Candidate-first experience. The questionnaire is mobile-friendly, intuitive, and hassle-free. This might seem like a detail, but it's critical: in some industries, over 60% of job applications happen on mobile. A smooth UX directly reduces drop-offs.

What's the result? Data and better candidate experience

Companies using Pera have:

• Higher candidate satisfaction within the hiring process
• Better performance and culture-fit matches
• More diverse hires, as resumes play a less dominant role in early screening

Additionally, Pera enables recruiters to evaluate soft skills and potential more objectively. Candidates who might otherwise be overlooked turn out to be great matches - and vice versa.

Conclusion: candidate drop-off is solvable with the right approach

Assessment drop-off is a real issue: by making the assessment short, relevant, and human-centred, you reduce drop-offs and strengthen your employer brand. And that's exactly what's needed in today's competitive talent market.

Want to know more? Get in touch here!