It's easy to assume that candidates will be keen to work for your business. After all, you know what a great opportunity it is. Why wouldn't they want the job?

But recruitment is a two-way process, and it's worth remembering that candidates are assessing you just as much as you're assessing them.

This is particularly true when recruiting senior executives. In many cases, you've approached someone who's already doing well in their current role and wasn't actively looking for a move.

They might be interested in what you have to offer, but that doesn't mean they'll jump through endless hoops to get the job.

We've seen businesses identify excellent candidates, only to lose their interest through avoidable mistakes during the recruitment process.

Here are five of the most common.

1. A misleading job description.

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Naturally, you want to make the role sound attractive. But there's a difference between presenting an opportunity in the best possible light and overselling it.

Sometimes, in an effort to attract someone with a particular level of experience, the responsibilities of a role can become slightly exaggerated. Equally, job descriptions can end up with such a long list of essential requirements that very few candidates will meet them all.

Neither approach is particularly helpful.

Candidates will soon recognise if the role isn't quite what they were expecting, and that can affect their interest in taking the conversation further.

It's worth being clear from the outset about what the person will actually be doing, what experience they genuinely need and why the opportunity might appeal to them.

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2. Interview scheduling nightmares

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Finding a time when several busy Directors are available to interview candidates isn't always straightforward.

But it's worth remembering that the candidates you're interviewing are likely to have equally demanding diaries, often with little flexibility during the working day.

This can make scheduling particularly challenging, especially when candidates are trying to keep their interest in another opportunity confidential.

Where possible, we'd recommend blocking out interview dates at the beginning of the process and giving candidates plenty of notice.

It's also worth thinking about how many interview stages are really necessary.

For senior appointments, it's understandable that several stakeholders will want to meet the preferred candidates. But could some of those conversations be combined?

The aim should be to give everyone the opportunity to make an informed decision without making the process unnecessarily complicated.

And while last-minute changes are sometimes unavoidable, keeping rescheduling to a minimum will help maintain a positive impression.

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3. Making candidates wait

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Some delays during recruitment are inevitable, particularly for senior appointments involving several decision-makers.

However, long periods without communication can affect a candidate's enthusiasm for the opportunity.

This is especially true when someone wasn't actively looking for a new role in the first place. They may have been interested enough to explore the position, but that interest can fade if the process loses momentum.

If a decision is taking longer than expected, it's worth picking up the phone to explain what's happening and when they're likely to hear more.

Even if there isn't a firm update, maintaining regular contact helps reassure candidates that the business is still interested.

A little communication can make a real difference.

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4. A poor interview experience

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Getting a strong candidate to interview is an important step, but the interview itself also needs to do the opportunity justice.

Preparation is key.

Just as you'd expect a candidate to have researched your business, they'll appreciate knowing that you've taken the time to understand their background and experience.

It's also important to allow enough time for a proper conversation. Senior executives often have extensive experience to discuss, and a rushed interview can make it difficult for either party to get what they need from the meeting.

And remember that candidates will have questions of their own.

They may want to understand the company's strategy, the challenges facing the business or what they'll have the authority to change if they join.

Being open about these things can help candidates build a clearer picture of the opportunity and decide whether it's right for them.

It's also worth considering who candidates meet during the process. The people conducting interviews are often their first real introduction to the organisation's leadership team and culture.

A well-prepared, engaging interview can make a lasting impression.

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5. An unrealistic offer

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Even when the recruitment process has gone well, things can sometimes come unstuck at the offer stage.

By this point, there should have been conversations about the candidate's current remuneration and what they would expect from a move.

For senior executives, it's important to look beyond basic salary. Bonuses, pensions and long-term incentives can make up a significant proportion of their overall package.

Of course, money isn't always the main motivation. Many candidates are attracted by the opportunity to take on a new challenge or progress their careers.

But there still needs to be a realistic financial proposition. Generally, expect to offer a 10-20% increase for the candidate to move. Any less and you risk losing them to a counter offer from their current employer.

Understanding what genuinely motivates someone to move, and establishing whether their expectations are achievable, can help avoid disappointment further down the line.

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Don't lose your preferred candidate

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Finding the right senior executive can take considerable time and effort, so it's worth making sure the recruitment process gives you the best possible chance of securing them.

Often, it's relatively small things that make the difference. Clear communication, realistic expectations and a well-organised process can all help maintain a candidate's interest.

At Newsom Consulting, we work closely with clients throughout the executive search process, helping them understand candidates' motivations and maintain engagement through to appointment.

If you're looking to recruit a senior leader, get in touch at enquiries@newsomconsulting to discuss how we can help.