By Staff Reporter
Nearly three in four jobseekers in the UAE have rejected job offers following bad interview experiences, according to a new study by global talent solutions firm Robert Walters.
The findings reveal that untrained hiring managers are a major factor behind this growing trend, with half admitting they have never received formal training on how to conduct interviews. Experts warn that such practices not only push top talent away but also hurt companies’ reputations and increase recruitment costs.
Why Candidates Walk Away
The study highlights three major red flags that make professionals in the Middle East decline job offers:
Disorganised processes (48%) – unclear scheduling or poor communication during interviews make candidates doubt the company’s management.
Vague job descriptions (25%) – when interviewers fail to explain roles and responsibilities clearly, candidates struggle to see their potential fit.
Weak company culture (18%) – inconsistent or unclear messaging about values and culture creates uncertainty about long-term alignment.
“Interviews are often a candidate’s first real interaction with an organisation,” said Gerrit Bouckaert, CEO of Recruitment at Robert Walters. “Small missteps can quickly make professionals question whether the business is right for them.”
The Cost of Untrained Interviewers
Bouckaert warned that untrained hiring managers can inadvertently reject strong candidates, leading to higher recruitment expenses, longer hiring times, and a damaged employer brand.
The study also revealed that 41% of professionals would reconsider working for a company if the interviewer arrives late, while one in four decide within minutes whether they want to accept a potential job offer.
When it comes to interview stages, 79% of respondents said two rounds or fewer are sufficient for mid-level roles, with only 21% supporting three or more rounds.
Fixing the Interview Process
Robert Walters’ guide offers several strategies for improving interview experiences:
Review job roles and candidate profiles beforehand.
Start interviews on time — it shows respect and professionalism.
Maintain a clear structure with set topics and timings.
Ask fair, consistent, and relevant questions.
Ensure the same approach across virtual, in-person, or panel interviews.
Provide prompt feedback to keep candidates engaged.
“Companies have a real opportunity to turn interviews into a competitive advantage,” Bouckaert added. “Even simple improvements — like punctuality, clarity, and structure — can significantly boost candidate engagement and offer acceptance rates.”
