In the fast-paced world of recruitment, it’s easy to start viewing candidates as products—a set of skills, qualifications, and experiences to be delivered to a client. However, unlike products, candidates have the power to choose whether or not the opportunity you present is the right one for them. Their decision is influenced by many factors, one of the most significant being their experience during the hiring process.
Candidate experience encompasses every interaction a potential hire has with a recruiter and employer, starting from the moment they see a job posting to when they (hopefully) start their new position. A positive candidate experience can boost your success as a recruiter, help retain talent, and even elevate your client’s brand. Conversely, a negative experience can lead to lost candidates, damage to your reputation, and harm to your client’s employer brand.
This article from Top Echelon Recruiting Software will explore why candidate experience is essential, the most common pitfalls that lead to negative experiences, and actionable best practices to help you enhance every stage of the recruitment journey.
Why Candidate Experience Is Crucial for Successful Recruitment
The candidate experience includes every interaction a job seeker has with you and your client’s organization. This encompasses everything from the job posting, the application process, communication during the hiring stages, and the interview experience, all the way to the final offer or rejection.
Given the impact each of these stages can have, it’s clear why creating a positive experience is so important. Poor candidate experiences can have lasting consequences. According to a study by the Human Capital Institute, 60% of candidates reported having had a negative experience during the recruiting process, and 72% of those candidates shared their bad experiences online. With reviews and experiences shared on platforms like Glassdoor, LinkedIn, and social media, negative feedback can be incredibly damaging to your brand and your client’s reputation. In fact, 55% of candidates say they would avoid applying to a company after reading negative reviews.
On the other hand, a well-managed candidate experience leads to stronger relationships, quicker time-to-hire, and better brand perception for both the recruiter and the client. It can also lead to referrals, as candidates who have a positive experience—even if they don’t get the job—are more likely to recommend the organization to other potential applicants.
Common Causes of Negative Candidate Experiences
While some aspects of the candidate experience may be beyond your control, many factors that lead to a negative experience stem directly from the recruiting process itself. Below are five of the most common reasons candidates report negative experiences during hiring.
1. Poorly Written Job Descriptions
The job description is often the first point of contact between a candidate and an organization. However, many job descriptions are vague, filled with jargon, or unclear about the role’s responsibilities and requirements. A survey conducted by Allegis Group found that while 72% of hiring managers believe they provide clear job descriptions, 64% of candidates disagreed. If candidates don’t fully understand the job they’re applying for, they’re less likely to engage, and those who do may become frustrated later if the role doesn’t match their expectations.
2. Overly Lengthy or Complex Applications
Recruiters often believe that long, detailed applications help filter out uncommitted candidates while gathering more comprehensive information upfront. However, 60% of candidates abandon job applications that are too long or complicated, according to the Society for Human Resource Management (SHRM). This process can frustrate candidates and cause them to give up before you even have the chance to evaluate them.
3. Lack of Communication
A lack of communication is one of the most frequent complaints from job seekers. CareerBuilder reports that 75% of candidates never hear back after applying for a position. This lack of transparency leaves candidates feeling ignored and undervalued, which can seriously damage both your client’s and your own brand.
4. Negative Interview Experience
Even if the earlier stages of recruitment go smoothly, a poor interview experience can completely turn a candidate off. According to LinkedIn, 83% of candidates said a bad interview experience changed their mind about a role or company they initially liked. Whether it’s an unprepared interviewer, overly long interviews, or a rigid and impersonal process, bad interviews can cause candidates to withdraw from consideration.
5. Prolonged Hiring Processes
While identifying the right candidate takes time, a prolonged hiring process can negatively impact the candidate experience. According to research from Software Advice, 83% of candidates have reported negative experiences due to lengthy hiring timelines. Candidates often perceive long delays as disinterest or inefficiency on the part of the employer, leading them to look elsewhere.
Best Practices for Enhancing the Candidate Experience
Improving candidate experience doesn’t require a complete overhaul of your recruitment process. Small, thoughtful adjustments can significantly improve how candidates perceive the process and ultimately influence their decision to accept or reject a job offer. Here are five best practices to consider implementing.
1. Clearly Outline Your Recruiting Process
One of the best ways to enhance the candidate experience is to map out the entire recruitment process from start to finish. Identify every interaction you’ll have with a candidate, from their initial application to their final interview. Outline what responsibilities you have at each stage, what information candidates need, and when you should communicate with them. Regularly reviewing this process as if you were the candidate will help ensure it is clear, straightforward, and efficient.
2. Be Transparent and Communicative
Consistent, clear communication is one of the easiest ways to improve the candidate experience. Keep candidates informed at every stage of the process, even if the news is that they didn’t make it to the next round. Sending confirmation emails after receiving an application, and providing clear updates on where they stand in the process, can make a significant difference. If a candidate is no longer being considered for a position, notify them as soon as possible—ideally within two days of making the decision.
3. Write Clear, Detailed Job Descriptions
To avoid misunderstandings and unnecessary frustration, take the time to craft clear, concise job descriptions. Avoid jargon and buzzwords, and focus on outlining the key responsibilities and required skills for the position in easy-to-read bullet points. Including the application deadline and contact information for follow-up questions also helps manage expectations.
4. Simplify the Application Process
A lengthy or overly complex application can deter even the most qualified candidates. Focus on asking only essential questions, and if possible, incorporate tools like resume parsing to speed up the process. Ensuring your job application is mobile-friendly will also improve accessibility, as many candidates may prefer to apply from their phones.
5. Offer Flexible Interview Options
Recognize that candidates often have other commitments—whether it’s a current job, family obligations, or personal commitments—so flexibility in scheduling interviews is crucial. Offer a range of time slots for interviews and provide virtual options through video conferencing when necessary. Just make sure you’re prepared: test your technology in advance to avoid disruptions caused by technical issues during the interview.
How Your ATS Can Improve Candidate Experience
Your Applicant Tracking System (ATS) is one of the most powerful tools you can use to improve the candidate experience. An effective ATS automates many stages of the recruiting process, helping you keep candidates informed and engaged while speeding up the hiring timeline. Here are some key ATS features that can directly enhance candidate experience:
1. SMS Messaging
With text messages boasting nearly a 100% open rate, compared to only 20% for emails, using SMS for essential communications—such as interview scheduling or status updates—can dramatically improve engagement. Since candidates often prefer texting over email for quick communication, incorporating SMS updates into your recruitment process can ensure candidates stay informed at every stage.
2. Automated and Personalized Emails
Keeping candidates updated throughout the hiring process is critical, and an ATS can help by automating personalized emails at key intervals. Whether it’s confirming an application, scheduling an interview, or sending a rejection notice, personalized communication ensures candidates feel acknowledged and respected throughout the process.
3. Calendar Sync and Meeting Scheduler
An ATS that integrates with calendar tools allows candidates to schedule interviews and meetings without the back-and-forth of email chains. This reduces scheduling friction and shows respect for candidates’ time by making the process as seamless as possible.
4. Resume Parsing
By offering resume parsing, your ATS can simplify the application process for candidates, allowing them to quickly upload and submit their resumes without needing to fill out lengthy forms. This small adjustment can make a big difference in candidate satisfaction.
While not every ATS offers all these features, these tools have a proven impact on candidate experience. If you’re curious about which features can help improve candidate experience, check out the capabilities offered by your ATS provider.
Positive Candidate Experience Leads to Better Hires
Improving candidate experience should be a top priority for every recruiter. A negative experience can lead to lost candidates, harm your client’s brand, and make future recruitment efforts more difficult. Conversely, a positive candidate experience enhances your ability to attract and secure top talent, reduces time-to-hire, and strengthens your relationship with clients.
By implementing small but meaningful changes to your recruitment process—such as clear communication, flexible interview scheduling, and simplifying the application process—you can create a candidate-centered approach that yields better results. As you continue to refine your processes, you’ll find that investing in candidate experience not only benefits your candidates but also enhances your reputation as a recruiter and your client’s brand in the marketplace.