candidate expereince




Are you putting talent off with a poor candidate experience?


In an increasingly competitive market for technical talent, offering an exceptional candidate experience could be the crucial advantage that gives you an edge when it comes to hiring. 


According to CareerArc, nearly 60% of job seekers have had a poor candidate experience, and 72% have shared their their experience on online employer review sites such as With technology, word spreads faster than ever. Bad reviews can do significant damage to your company’s recruiting ability.


But candidate experience can also change minds for the better. You have the power to win or lose out on great talent. Don’t waste the opportunity by putting candidate experience on the back-burner.


Obviously, overhauling your recruitment process doesn’t happen overnight. However, here are some quick and easy changes you can make right now:


Email candidates regularly


Taking a few minutes to email a candidate to inform them of a delay or acknowledge receipt of an application isn’t difficult. But it has a huge impact on candidate experience. Candidates like to be kept in the loop, it’s not fair to leave them guessing. Informing them of timescales helps manage expectations and crucially, reduces the chances that candidates will accept another offer as they haven’t heard anything from you.


This seems so simple but many companies don’t do it. Lever found that 65% of job seekers say they rarely receive notice of their application status. Even though a candidate might not be a good fit for your company right now, he or she might be suitable for another opening in the future. If you ruin the first candidate experience they have with you, they won’t be rushing back to apply again for another role.


To make life easier, Maxwell Huppert at LinkedIn Talent Solutions Blog put together a list of four email templates that can be used in some of the most common candidate scenarios. A helpful resource to keep on hand throughout the hiring process.

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Always provide feedback


Offering useful feedback isn’t a big change. But again, it has a big impact on how candidates perceive your company. Feedback should be given whether a candidate is successful or not, as it makes a candidate feel appreciated and recognised. After, all they have taken time out of their own busy schedule to commit to your application process.


If you have another suitable vacancy coming up, a candidate who has received constructive feedback will feel empowered to apply. And in the ideal scenario, they will perform better second time round as a result of the advice you gave them.


In fact, research from Talent Board found that 64% of candidates who had a positive experience will increase their engagement with the company whether they were successful or not – and feedback is a huge part of this.


Ask “How did we do?”


You can’t improve without honest feedback on your current performance. It’s important to ask candidates for their thoughts on your recruitment process. Get them to fill out a short feedback form on what you’ve done well and what you could improve on. You can then action the findings to overhaul your recruitment efforts in the long run.


This is something that most companies aren’t doing. According to Lever, 78% of job seekers report never having been asked for feedback on their candidate experience.


This is really low-hanging fruit just calling out to be capitalised on. But before jumping into candidate surveys and feedback, check out this post by Christian De Pape. It outlines best practices for designing your survey, putting it online, and reviewing the results.


Give candidates a chance to meet the team


Whether you use a specialist recruiter or not, candidates should always get the chance to meet and engage with hiring managers and team members when they come for interview. This gives them an essential insight into the cultural and climate at your organisation. It personalises the experience, making it feel a bit less intimidating. If it then comes to a salary negotiation situation where you can’t beat a rival, the candidate could end up choosing you because your organisation feels like a better fit.