WHO ARE YOU LOSING TALENT TO, AND WHY?
Drive by Friday
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Drive by Friday –
Talent on the Move
In recruitment, one of the most frustrating moments is when a great candidate you’ve invested time into suddenly goes elsewhere. They seemed engaged, the conversations were flowing, and then - just like that - they’re gone.
The question every employer should be asking themselves is: who are we losing talent to, and why?
It’s easy to assume it’s just the market or that candidates are “shopping around,” but more often, there are very specific reasons behind their decision.
Why Candidates Walk Away
Here are some of the most common reasons businesses lose top talent to competitors:
Speed of Process – In today’s market, speed matters. A drawn-out process, multiple interview rounds, or delayed feedback can push candidates straight into the arms of a faster-moving competitor.
Flexibility & Lifestyle Balance – Flexible hours, hybrid working, and perks that support personal life aren’t just “nice to have” anymore—they’re dealbreakers. Candidates will often accept a slightly lower salary if it means a better work-life balance.
Communication & Clarity – Silence between interviews, vague role descriptions, or unclear expectations create doubt. And doubt makes candidates open to other offers.
Career Progression – Candidates want to see a future. If your role looks like a stopgap, while another company paints a picture of growth, the choice is obvious.
Culture & Values – People want to feel they belong. Whether it’s inclusivity, leadership style, or the general “vibe,” cultural alignment is often the deciding factor.
Compensation & Benefits – Salary still matters, of course, but the whole package counts: novated leasing, salary packaging, health and wellness initiatives, training allowances—all of these add weight to the final decision.
The Hidden Cost of Losing Talent
Losing a strong candidate doesn’t just mean you’re back to square one with recruitment. It also costs:
Time (re-advertising, re-screening, re-interviewing).
Money (higher recruitment spend, potential lost revenue while the role sits vacant).
Momentum (teams stay under-resourced longer, which affects morale).
How to Win More Talent
So, what can you do differently?
Audit your process – How long does it take from CV to offer? Are you moving quicker than competitors?
Check your offering – Beyond salary, are your benefits and perks truly competitive?
Strengthen communication – Keep candidates engaged with clear updates. Silence kills interest.
Sell the vision – Make sure you’re highlighting growth, development, and long-term opportunities.
Live your culture – Showcase what makes your workplace unique—people don’t just buy jobs, they buy belonging.
Final Thought
Talent doesn’t just disappear—it makes a choice. The real question is: when candidates are weighing up their options, are they choosing you, or someone else?
“Talent isn’t lost—it’s hired by someone else.”
Your silence is another company’s opportunity.
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Director & Consultant, Simpli-U | Provider of Recruitment Solutions for the Novated Leasing, Salary Packaging & Automotive sector | Australia-wide | Solutions that are all about 'U' (Clients and Candidates)