Why are expert Irish professionals turning down job alternatives?

Robert Walters’ report highlights the challenges organisations are going through in attracting and retaining long-term expertise.

Recruitment consultancy Robert Walters has launched a report showcasing the elements that lead jobseekers to show down job alternatives and the adjustments firms could make to encourage long-term dedication. 

70pc of contributing Irish professionals have been discovered to have declined a job provide after having a poor interview expertise. Maybe an unsurprising determine because the report additionally said three in 5 taking part hiring managers revealed that they’ve by no means obtained formal coaching overlaying methods to conduct interviews.

Robert Walters’ report – which collected knowledge from 1,000 white-collar professionals who have been surveyed throughout the Republic of Eire between September and October 2025 – instructed this highlights a disconnect between firm practices and jobseeker expectations. 

When requested what the most important interview purple flags have been, 32pc of execs listed disorganised scheduling or processes, the place interview occasions or subsequent steps are unclear; 19pc mentioned poor clarification of the function, the place tasks and expectations aren’t absolutely outlined; and 32pc listed unfavorable impressions of the corporate’s tradition or values, the place there may be inconsistent messaging.

“Job interviews are two-way evaluations, making them as vital for employers as potential workers,” mentioned Suzanne Feeney, the nation supervisor of Robert Walters Eire. “These points, typically small in isolation, can mix to wreck belief and enterprise fame, and make job affords much less enticing.”

What’s to be completed?

In keeping with Robert Walter’s report, “even small lapses can have a huge impact”, as greater than two-fifths of Irish professionals (43pc) mentioned a late interviewer would change how they view that organisation. A 3rd mentioned that they really determine throughout the first jiffy whether or not they wish to work on the enterprise or not. 

“Certainly, interviews are sometimes the primary actual interplay an expert has with an organization,” defined Gerrit Bouckaert, the CEO of Robert Walters’ recruitment arm. “Candidates decide up on refined cues and small missteps could make them query whether or not a enterprise is the fitting match.

“Untrained hiring managers can inadvertently reject high expertise on behalf of the corporate, which might have an effect on time-to-hire, recruitment prices, and the flexibility to safe the individuals wanted to drive enterprise progress. Simply as importantly, it will probably go away a long-lasting mark on how the enterprise is perceived as an employer.”

He additional defined that lots of the errors made throughout the interview course of are solely avoidable and in the end it comes all the way down to having a transparent and concise interview construction that alerts a tradition of respect and professionalism that extends to jobseekers, not simply these already established on the organisation. 

The interview course of itself may additionally profit from some streamlining, because the survey discovered that 84pc of Irish professionals consider two rounds or fewer are enough for mid-level roles, whereas solely 16pc consider three or extra rounds are needed.

Employers or recruiters ought to evaluation the function and candidate profile upfront so they’re absolutely briefed, they need to make sure that they arrive on time and start to make a constructive impression promptly. Following a transparent construction with set timings and matters to maintain discussions targeted can be vital as is asking related, constant and truthful inquiries to assess abilities and cultural match.

The aftermath additionally issues and the report means that recruiters may enhance the interviewing course of by offering well timed suggestions and following up shortly with the particular person, to keep up engagement and momentum.

Bouckaert mentioned: “Corporations have an actual alternative to show interviews right into a aggressive benefit. By equipping managers with the fitting preparation and coaching, organisations can interact candidates extra successfully, improve acceptance charges and cut back the chance of shedding expertise to rivals. 

“Even small enhancements, like arriving on time, offering clear info, and structuring the method nicely, can have a measurable influence.”

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