Picture for illustrative purposes only. ARCHIVE

A global survey by Robert Walters, a talent solutions firm, has revealed that 71 percent of professionals have declined a job offer after a poor interview experience — exposing a growing gap between hiring practices and candidate expectations. Despite this trend, half of hiring managers surveyed admitted they have never received formal interview training, often leading to disorganized processes that damage company reputation. According to respondents, the biggest red flags during interviews were: • Disorganized scheduling or unclear processes (48 percent) • Poor explanation of the role or responsibilities (25 percent) • Negative impression of company culture or values (18 percent) Even small missteps can have lasting consequences. Nearly 41 percent said a late interviewer would change their perception of the company, while one in four admitted they decide within minutes whether they’d want to work there. “Interviews are often the first real interaction a professional has with a company,” said Gerrit Bouckaert, CEO – Recruitment at Robert Walters. “Untrained hiring managers can inadvertently reject top talent on behalf of the company. This not only affects recruitment costs and time-to-hire, but also damages employer branding.” The study found that 79 percent of professionals believe two interview rounds or fewer are enough for mid-level roles, suggesting that overly lengthy processes may drive candidates away. Bouckaert added: “A clear, concise interview structure signals professionalism and respect for the candidate’s time. Even small improvements — like arriving on time and providing timely feedback — can make a measurable impact.” How employers can improve the interview experience: • Prepare in advance and fully understand the role. • Start on time and maintain a clear structure. • Ask relevant, consistent, and fair questions. • Follow up quickly and provide feedback. Robert Walters advises that organizations treat interviews as strategic opportunities to attract top talent, not just evaluate it — turning what’s often a red flag moment into a competitive advantage. ICA/Expat Media
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