Candidate experience refers to the overall impression and feelings that candidates develop about your company throughout the recruitment process. Its importance is growing in the competitive job market, where companies are competing for talent. Creating a positive experience can have a significant impact on your employer brand and your ability to attract and retain top talent.
Candidate experience as a key factor in talent acquisition
The impression that a candidate leaves an interview with plays a crucial role in strengthening your image as an employer, even among those who weren’t hired. Their perception of the recruitment process often determines whether they will apply for future positions at your company.
If candidates are well-guided during the hiring process and have a positive experience - even if they are not ultimately selected - it is likely that they will apply again for other positions at your company. This way, not only you save time and resources, but you also create a database of qualified candidates who have already shown interest in working with you.
On the other hand, any negative experience can have a very adverse effect on your employer brand. Candidates may share their unpleasant experiences with friends, colleagues, on social media or within their professional networks, which could discourage other high-quality candidates from applying to your hiring processes.
Currently, many companies fill positions through referrals. According to a survey by ERE Media, the numbers are clear: When candidates receive specific and timely feedback, their willingness to recommend the company to others increases by 46%, and their willingness to deepen their relationship with the employer grows by 47%.
What are the most common issues candidates?
One of the most common issues candidates face is a lack of communication from the employer. Many report that after submitting their CV or during the recruitment process, they received no response. This "ghosting" by employers can lead candidates to lose interest in the position and discourage them from considering further opportunities with the company.
Another issue is unrealistic job requirements in job descriptions, which can be discouraging and reduce the chances of attracting the right candidates. Candidates also face inappropriate questions and biases during interviews, which frustrates them and may lead them to withdraw from the hiring process.
According to research by CriteriaCorp, candidates most commonly encounter the following problems:
38% of candidates experienced "ghosting" by the employer.
51% of candidates ended the hiring process due to poor communication from the company.
40% of candidates consider the job requirements in listings to be overly demanding.
64% of candidates report experiencing inappropriate questions during interviews.
27% of candidates encountered prejudice or bias during in-person interviews.
34% of candidates admitted to abandoning the hiring process due to its excessive length.
Regular communication and feedback after an interview are essential, as 91% of candidates expect feedback from employers, regardless of the outcome of the interview.
By implementing transparent communication, realistic requirements and a fair approach, you can leave candidates with a positive experience that not only increases your attractiveness in the job market but also helps build long-term relationships with qualified applicants.
How can you improve candidate experience at every stage of the recruitment process?
Here are some best practices:
Ensure that job requirements are clearly defined and align with the company's actual needs.
Create clear and concise job descriptions. Include not only responsibilities but also benefits and information about the company culture.
Use engaging ways to present your company—such as recruitment videos that give insight into the workplace atmosphere or ambassadors who share their daily experiences on social media.
Allow for easy and accessible responses to job offers, such as through a simple registration form.
Keep candidates informed throughout the process, respond in a timely manner and address any of their questions.
Communicate with candidates and thank them at every stage of the hiring process.
During interviews, provide clear information about your expectations and fully focus on the candidates, listening to their questions.
If you no longer plan to proceed with a candidate, inform them as soon as possible.
Maintain contact with promising candidates for future opportunities, helping to build a network of qualified applicants that you can reach out to at any time.
Provide constructive feedback to candidates, whether they were successful or not. This strengthens their trust in your company. At the same time, be open to receiving feedback from candidates and use it to improve your internal processes.
This approach ensures a positive and professional experience for candidates, which can lead to better perceptions of your employer brand.
The positive feelings a candidate has after an interview should be a priority for any company striving for success in the job market. Investing in improving this experience pays off in the form of higher-quality employees, better reputation and overall organizational success. In today’s competitive environment, it's essential that companies focus on every stage of the recruitment process to ensure that every candidate has a positive and professional experience.
Do you need help with your recruitment process? Contact us!
Source: https://www.criteriacorp.com/files/Criteria-Research-2024CandidateExperienceReport.pdf
https://www.eremedia.com/reports/2023-global-candidate-experience-cande-benchmark-research-report