The candidate experience can be described as how a job seeker perceives a company’s ethos and culture throughout the hiring process. This can include many stages, such as their first encounter with the company’s website, a first interaction with a company employee, or their experience of the company’s onboarding process.

According to a survey performed by TalentLyft: 95% of candidates are more likely to apply again if they had a positive candidate experience the first time; 97% would refer others to apply; 88% would increase their purchase within the company; and 55% would tell their social networks about their positive experience.

What Makes for a Positive Candidate Experience?

• Clear and frequent communication
• Thorough job descriptions on the careers page
• Seamless application processes
• Structured and cohesive interview processes
• Candidate feedback opportunities
• Opportunity for candidate to experience the company culture
• Streamlined decision-making processes
• Relationship building throughout the interview experience
• Consistent communication with regular follow ups, responsiveness, and engagement
• Respecting the candidate’s time, regardless of hiring outcome

What Makes for a Negative Candidate Experience?

In order to understand the positive candidate experience and avoid pitfalls, one must also be mindful of what a negative candidate experience can look like:

• Inability to get in touch with their recruiter
• No notification of the position being filled (sometimes even after an interview has taken place)
• No information about the interview process is shared
• Job description or requirements being changed amidst the hiring process, or the original job description was minimal
• Negative interactions during the hiring process, whether it was during an interview or the initial contact with the hiring manager or recruiter
• Misinformation throughout the application, hiring, or onboarding process
  

LinkedIn shares that “83% of talent say that a negative experience can change their mind about the position.” TalentLyft shares that “72% of candidates who had a bad experience told others about it either online or in person.” Negative experiences do not only impact the end user, but it can also have long-lasting impacts to the company’s overall brand and reputation.

The candidate experience is an area that can be easily overlooked during periods of concentrated hiring, yet it is also one of the most essential. In our current market, positive candidate experience can be the game changer for top talent. Companies, recruiters, and hiring managers all have a responsibility to stay with the rhythm of what candidates want and need. Other key elements to remember, and in the words of Cynthia Ozick “Two things remain irretrievable, time and a first impression.”  Collectively, let us use our time wisely and perform in the best interests of ourselves and others and always strive to make a positive first impression.