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When a strong candidate withdraws, the reason given is often another offer. The more useful question is what happened in the weeks before that made the alternative easier to accept — silence between stages, an unclear number of interviews, or feedback that never arrived.
Setting expectations at the first conversation, keeping the process to a defined number of stages, and giving feedback within a day or two of each meeting will hold a process together better than any additional assessment tool.
Speed matters, but consistency matters more. Candidates read how an organisation recruits as evidence of how it operates.