CANDIDATE EXPERIENCE

Every Candidate Leaves With an Impression

The hiring process is often a candidate’s first real experience with your organization.

Whether they are hired or not, the way they are treated throughout the process influences what they think about your company—and what they may tell others about it.

Candidate experience is part of your employer brand.

RESPECT THE CANDIDATE’S TIME

Make the process clear.
Candidates should understand what happens next, how many steps are involved, and approximately how long the hiring process may take.

Communicate changes quickly.
If an interview time changes, a decision is delayed, or the hiring process shifts, let candidates know rather than leaving them wondering.

Be prepared for the interview.
Starting late, searching for the résumé during the conversation, or appearing unfamiliar with the candidate sends a message about how your organization operates.

Avoid unnecessary interview rounds.
Every additional interview should have a clear purpose. A lengthy process can cause strong candidates to lose interest or accept another opportunity.

Make the application process reasonable.
Candidates should not have to overcome unnecessary steps, repeated requests for the same information, or complicated systems simply to express interest in a position.

Treat every candidate professionally.
Someone who is not right for today's position may be right for another opportunity later—or may know someone who is.

Candidates may forget some of the questions you asked, but they will remember how your hiring process made them feel about your organization.

COMMUNICATE THROUGHOUT THE PROCESS

Silence creates uncertainty. Even when there is no final decision, communication helps candidates understand where they stand and what to expect next.

Acknowledge applications when possible.
Candidates should know their information was received and whether there are additional steps they need to take.

Set expectations after the interview.
Tell candidates when they can reasonably expect an update and what the next stage of the process may involve.

Update candidates when timelines change.
Hiring decisions sometimes take longer than expected. A short update is better than leaving candidates wondering whether the opportunity still exists.

Close the loop.
When a candidate is no longer being considered, communicate that decision rather than allowing the process to simply disappear.

Make rejection professional.
A candidate may be disappointed, but respectful communication can still leave them with a positive impression of your organization.

Remember the people behind the applications.
Candidates invest time, preparation, energy, and often emotion into pursuing an opportunity. Treating that investment with respect costs very little and says a great deal about your organization.

You may hire only one person, but every candidate who experiences your hiring process leaves with an impression of your organization.

REMEMBER

Every interaction with a candidate communicates something about your organization.

Respect their time. Keep them informed. Be prepared when you meet with them, and close the loop when the process is complete.

Not every candidate will become an employee, but every candidate can leave with an opinion about how your organization treats people.

A strong candidate experience does more than support hiring. It strengthens your reputation as an employer.