I think, it ends up being different strokes for different folks. We have a very detailed, and for some, a very compelling job description and offer. The time commitment is relatively small up front and as they engage with us, they get a sense of who we are, how we operate, and they like it. So, by the time we ask if they want to put the time into the skills test, they've had a chance to evaluate us and ultimately feel like it's worth it.

Simplisticly, it might boil down to something like a preference for quality* interviewing over quantity.

* not saying our process is definitively better than others, just that some candidates want fewer interviews that they feel are a better potential fit for them.