Employers in China's talent-short market are particularly vulnerable to candidates withdrawing from the recruitment process, a recent Hudson Report found.

The report shows that 19.3 percent of the interviewed employers experienced between 26 to 50 percent of candidates withdrawing their applications last year.

About one in five employers said that the candidates withdrew between submission of the application and first interview. Two thirds of employers experienced a candidate withdrawing after an offer was made.

Around 40 percent of employers said that the proportion of prospective employees withdrawing from the recruitment process is increasing and almost three quarters of the interviewed employers said they now expect candidates to pull out at some stage.

The top three reasons for pulling out before an offer is made include salary not meeting candidate's expectations, corporate culture not fitting the candidate's personality or the role offered lacking career development opportunities, the report found.

"We realize that it is an employee's job market, which makes it difficult for employers to attract and retain talent. Still, employers should asse ss the situation and secure themselves advantageous positions in the job market," said Lily Bi, general manager of Hudson Shanghai .

"When everyone is sure that there is no so-called 'middle zone' at the very beginning, employers should make clear exact figures for salary and room for negotiation, which saves the time of both parties and is thus beneficial to all," she added.

Bi also stressed that companies should offer a salary in accordance with market trends. Only in this way can the importance of the position be reflected.

Apart from salary, Bi also advised companies to attach more importance to career development, training, overseas transfers, corporate culture, bonus and stocks.