Why Candidate Experience Matters: 8 Steps to Make Yours Stand Out

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What is Meant by Candidate Experience? 

Candidate experience refers to how job applicants feel about your company’s hiring process. It’s a narrative that shapes their perception of your organization. It is the journey they take to understand your company.

Imagine This…

You’re a job seeker who just applied to your dream company. Weeks go by, and you hear nothing. Eventually, you receive a generic rejection email with no explanation. Frustrated, you vow never to apply there again.

Now, flip the script. After applying, you get a warm acknowledgment email and regular updates about your status. Even if you don’t get the job, you’re sent personalized feedback and a heartfelt note thanking you for your time. Which company leaves a lasting positive impression?

Every touchpoint matters, from the job description to updates on their status, and understanding how to improve candidate experience can make a significant difference. It’s how companies showcase their culture and what they value.

A positive, transparent experience leaves candidates feeling respected and appreciated, even if they don’t get an offer. They get a genuine sense of what it would be like to work there. Enhancing candidate experience ultimately strengthens your employer brand.

What Makes a Great Job Candidate Experience?

A great candidate experience leaves applicants feeling respected, welcomed, and appreciated, even if they don’t land the job. It’s a transparent process with clear communication throughout.

Implementing ways to improve candidate experience—such as providing easy-to-navigate job postings and mobile-friendly applications—can help applicants engage more positively with your hiring process.

The application process itself should be straightforward and mobile-friendly. You’ll want to keep applicants updated on next steps and status changes. Those who make it to interviews deserve a great first impression – warm welcomes, punctual starts, friendly and engaging interviewers. These are crucial to providing a better candidate experience.

For candidates who aren’t selected, provide prompt notification and personalized feedback if possible. An encouraging tone in rejection communications can help maintain their positive perception of your employer brand.

The hiring market is fiercer than ever. Organizations are fighting over a limited candidate pool, so standing out is crucial to landing top talent.

Here’s the good news: Communicating what truly sets your company apart makes attracting promising job applicants easier⎯and one of the best ways to distinguish yourself in a competitive hiring market is knowing how to improve candidate experience in recruitment.

Why is Candidate Experience Important?

In today’s “Talent War, top candidates have plenty of options. Here’s why getting candidate experience right is critical:

First Impressions Last: 75% of applicants have accepted a company’s offer because of a positive candidate experience. 

Employer Branding: Candidates talk. A bad experience can hurt your reputation; a good one can turn even rejected candidates into advocates.

Competitive Edge: A smooth process helps you stand out in a crowded hiring market.

How to Improve Candidate Experience

You can develop loyal employees early in the hiring stage by focusing on how to improve candidate experience. Here are top strategies for doing so:

1. Perform a skills gap analysis

Ever feel like you’re getting a ton of unqualified applicants for your open roles? It might be time for a skills gap analysis. Look at the must-have skills listed in your job descriptions and compare them to recent applicants’ actual skills and experience. Spot any mismatches? Those are your skills gaps.

To carry out a formal skills gap analysis, your HR team can study current and future job trends, assess your company’s current skills through employee surveys and performance reviews, analyze KPIs, and conduct skills assessments. This approach ensures that you attract the right talent, contributing to a better candidate experience by reducing the chance of mismatches during the recruitment process.

2. Write clear, detailed job descriptions

Think of your job postings as your company’s dating profile. Be clear about the role, responsibilities, and required qualifications. Highlight your company culture and values to attract candidates who align with your mission.

Example: Instead of saying, “Strong communication skills,” specify, “Ability to present data-driven insights to cross-functional teams.”

3. Simplify the application process 

Nobody likes jumping through hoops. 60% of candidates abandon lengthy application processes. Make it simple:

• Reduce unnecessary steps.
• Enable LinkedIn “Easy Apply” features.
• Allow candidates to upload CVs and portfolios easily.

4. Touch base early and often

Silence breeds frustration. Acknowledge applications immediately and provide regular updates. Keep candidates informed about timelines, next steps, and expectations. Transparent communication builds trust and keeps candidates engaged.

Plus, communicating with job seekers throughout the process can eliminate feelings of neglect. They’ll be more likely to immediately respond when you give an offer, reducing your time-to-hire rate and increasing recruitment efficiency. This transparency enhances the candidate experience and makes candidates feel respected.

5. Avoid redundancy

Candidates appreciate efficiency. That does not include lengthy processes, which can lead to job applicants abandoning the application mid-way. Conversely, removing redundant steps in your application process can prevent this issue. For instance, a work history form is impractical if your job portal already features a CV file upload option.

Another no-no is having multiple rounds of interviews that ask similar questions each time. It’s better to focus on meaningful interactions, such as in-depth discussions about their accomplishments and challenges, so they’ll feel valued as potential employees.

6. Communicate what candidates can expect

Transparency breeds confidence—and clearly outlining the stages of the hiring process helps applicants build trust. For example, if you’re using pre-employment tests, candidates can better show their potential when you explain what the tests are for and how they measure relevant skills. Of course, it’s essential to use the best pre-employment assessment tests that focus on the specifics of the position. 

When candidates know what to expect from each hiring stage, they can put their best foot forward and confidently communicate their value, further enhancing the candidate experience in assessment. This approach suits your goal of improving the candidate experience while fostering trust and rapport with the applicants. 

7. Inform the candidate of the rejection ASAP

A rejected candidate today can be a potential advocate tomorrow. Swift rejections are not only courteous but also respectful of the candidate’s time and effort. Letting them know your decision, even if it’s a rejection during the resume filtering stage, can maintain the candidate’s positive perception of your company. It can also help you improve candidate experience by showing that you value their participation. They might even recommend your organization to their peers.

8. Be open to feedback 

Giving applicants the chance to provide feedback is one of the best ways you can improve your candidate experience. Their insights allow you to quickly identify bottlenecks and problem areas in your hiring process. Take feedback forms, for example. This tool lets you gather relevant information and use it to refine your approach to candidate experience.

How to Enhance Candidate Onsite Experience

Your office is a reflection of your company’s personality. When candidates come onsite, make it memorable:

• Warm Welcome: Greet them with a smile and offer refreshments.
• Punctuality Matters: Start interviews on time to show respect for their schedule.
• Personal Touch: Provide a brief office tour or introduce them to key team members.

Real-World Example: A tech company once sent candidates a welcome kit with snacks, branded swag, and a thank-you note before their onsite interview. Small gestures like these go a long way.

Elevate the Hiring Journey for Your Candidates

Crafting an exceptional candidate experience speaks of your company’s commitment to fostering meaningful connections with potential hires. 

But, make no mistake. Candidate experience goes beyond procedures; it’s about putting applicants at the center of the process through seamless interactions, transparency, and meaningful communication.

When assessing applicants’ competencies, reach out to EmployTest. We offer pre-employment assessment tests that simplify the hiring process for the candidates while enabling you to thoroughly evaluate your applicant’s skills and expertise.

Enhance your hiring strategy with expert tips today – read our comprehensive guide for your candidates’ positive hiring experience!