Want to know how to reduce video interview drop-out rates?

The manufacturing and logistics sectors are evolving rapidly, and with that comes an increasing demand for top-tier talent in professional-level roles. But hiring managers face a growing challenge: Too many candidates drop out during the interview process, particularly during video interviews.

In fact, research shows that the interview phase has the highest candidate dropout rate of any hiring step - around 25%. That’s concerning because by the time candidates reach the interview stage, you’re dealing with a carefully selected, highly qualified pool. Losing even one in four of these candidates is not just inconvenient, it’s costly.

Even more worrying, 50% of companies admit they’ve lost quality candidates due to a poor interview process. For organizations competing for skilled logistics and supply chain professionals, this kind of talent drain is unsustainable. Treating it as “just the way things are” is a multimillion-dollar mistake.

Fortunately, most interview dropouts are preventable. By making a few adjustments to your process, you can reduce candidate no-shows, boost engagement, and improve your chances of hiring the best talent.  

Here are our top strategies to reduce interview dropouts

1. Send timely interview reminders

Borrow a best practice from the medical field: Use reminders to cut down on no-shows. Automated emails or text alerts sent the day before and the morning of the interview help keep candidates engaged and committed.

2. Offer video interviews as the default

High-caliber logistics, supply chain and sales professionals are busy. Offering video interviews (at least until the final stage) makes scheduling easier and shows respect for their time.

3. Provide an interview preview

Candidate anxiety often stems from uncertainty. Share details in advance: what the interview will cover, how long it will take, who they’ll meet, and what to expect in terms of format and professionalism. For remote roles, this step is even more critical.

4. Personalize the invitation

Generic, “copy-and-paste” invites can feel impersonal. Tailor your message so candidates know you value their unique skills and experience. A little personalization can go a long way in boosting

5. Build confidence with positive reinforcement

Highlight what impressed you in their application, whether it’s their supply chain optimization expertise, leadership background, or ERP knowledge. Recognizing strengths makes candidates feel valued and less likely to withdraw.

6. Consolidate interviews into one day

Stretching interviews across several days increases the risk of conflicts and dropouts. When possible, schedule all interview rounds for a top candidate on the same day.

7. Signal flexibility around salary

One of the top reasons candidates “ghost” employers is concern over pay. If there’s room to negotiate, say so early. Words like flexible or depending on qualifications can keep strong candidates engaged.

8. Use automated scheduling tools

Back-and-forth emails to set up interviews are frustrating and time-consuming. Allow candidates to self-schedule through an online tool, it’s efficient and reduces the risk of disengagement.

9. Speed up your offer process

If your hiring process drags, you risk losing candidates to faster-moving competitors. Streamline your internal approvals and cut unnecessary delays. A quicker offer timeline signals decisiveness and respect.

For forward-thinking employers, video interviews are now a standard part of the hiring process. But without careful planning, they can also become a bottleneck.

By focusing on candidate experience, through reminders, personalization, efficiency, and clear communication, you can reduce interview dropouts and increase your chances of hiring the very best professionals in the industry.

At Cast USA, we specialize in helping organizations secure the top logistics, supply chain and sales talent. If you’d like support in streamlining your hiring process, we’re here to help!