The Importance of Candidate Experience: Elevating Your Hiring Process

In today's competitive job market, attracting and retaining top talent is more critical than ever. Organisations of all sizes that wish to remain competitive must not only focus on the skills and qualifications of their candidates but also on their overall experience during the hiring process.

The candidate experience, often overlooked, plays a pivotal role in shaping an organisation's employer brand, impacting its ability to attract and retain top-tier talent.

Understanding Candidate Experience

Candidate experience refers to the interactions, perceptions, and feelings a job seeker has during the recruitment process. It encompasses all touchpoints, from the initial job posting and application process to interviews, assessments, and ultimately the job offer or rejection. An exceptional candidate experience leaves a positive impression on candidates, regardless of whether they are hired. Conversely, a poor candidate experience can have far-reaching consequences, affecting an organisation's reputation and its ability to secure top talent.

The Impact of Candidate Experience

1. Brand Perception: The way candidates are treated during the hiring process significantly influences their perception of your organization. According to a survey by CareerArc, 64% of candidates share their negative candidate experiences with friends and family, and 27% share them on social media. Negative word-of-mouth can damage your brand and deter potential candidates and customers.
2. Talent Attraction: A positive candidate experience can be a powerful recruiting tool. In a LinkedIn survey, 83% of candidates said a negative interview experience could change their mind about a role or company they had initially liked. Conversely, 87% said a positive experience could make them more likely to accept a job offer.
3. Time and Cost Savings: Improving candidate experience can streamline your hiring process. When candidates have a clear understanding of the role and your organisation's values, they are more likely to self-select out if it's not a good fit. This reduces the time and resources spent on unqualified candidates.
4. Quality of Hire: An excellent candidate experience attracts top-tier candidates who are more likely to accept job offers. According to a survey by Workable, organisations with a strong candidate experience improve their quality of hire by 70%.

Here are some candidate experience statistics to ponder ...

1. The Power of Employer Brand

• A survey by Glassdoor found that 69% of candidates would not accept a job offer from a company with a bad reputation, even if they were unemployed.
• Research by CareerBuilder showed that 64% of candidates read at least six reviews before forming an opinion of a company.
• LinkedIn's Global Talent Trends report found that 72% of recruiting leaders worldwide believe employer brand has a significant impact on hiring.

2. Negative Experiences Have Ripple Effects

• According to the Talent Board's North American Candidate Experience Research Report, candidates who have a positive experience are 38% more likely to accept a job offer, while those with a negative experience are 58% more likely to sever their relationship with the company entirely.
• The same report revealed that 43% of candidates who had a negative experience intended to share it on social media or a career website, potentially reaching a vast audience.

3. Speed Matters

• The 2019 Talent Board Candidate Experience Benchmark Research Report showed that 47% of candidates who received no communication from an employer after applying would sever their relationship with that company.
• Furthermore, 80% of candidates expect to hear back from a company within two weeks of applying, according to a report by Workable.

4. The Role of Communication

• A study by Software Advice found that 58% of candidates were most frustrated by lack of communication during the hiring process.
• According to a survey by LinkedIn, 94% of candidates want feedback after an interview, whether they are successful or not.

Enhancing the Candidate Experience

Now that we've established the importance of candidate experience, let's explore some strategies to help you enhance it within your business.

1. Employer Branding

• Invest in crafting a compelling employer brand that reflects your company's values and culture. Highlight employee testimonials, showcase your workplace, and share your organisation's mission and vision.

2. Clear Communication

• Maintain open lines of communication with candidates. Provide timely updates on their application status and interview process. This can be automated through applicant tracking systems (ATS) to ensure consistency if you're worried about dropping ball. There really is no excuse for sloppy communication.

3. Streamline Application Processes

• Simplify and optimise your online application process. Lengthy, cumbersome applications can discourage potential candidates from completing the process. Don't have them upload their CV only to then have to retype it out again to fill out your application form. In this tech day and age there is no need for any candidate to be doing this.

4. Feedback and Closure

• Offer feedback to candidates, both positive and constructive, after interviews. This helps candidates improve and maintains a positive impression, even in the case of rejection and make the feedback timely.

5. Employee Involvement

• Involve employees in the hiring process. Allow candidates to meet potential team members during interviews or engage in company culture activities.

6. Continual Improvement

• Collect feedback from candidates about their experience and make sure to use it to improve your hiring process continually.