How to Create an Awesome Candidate Experience
You don’t need a big budget to deliver a great candidate experience.
You just need a process that works.
Here’s what candidates actually want:
- A clear, sensible hiring process
- A chance to show what they can do
- Honest and timely communication
- Feedback if they’re not successful
That’s it.
No fancy platforms.
No branded merch.
No pointless steps.
Just a process that respects their time and gives them a fair shot.
So why do so many companies get it wrong?
- They make it up as they go along
- No one takes ownership
- Everyone’s “too busy”
- They forget it’s a two-way street
You can fix this without spending a penny.
Here’s how:
Get your ducks in a row before you start
- Be clear on what you need
- Agree on who’s involved and when
- Block out time in diaries before the role goes live
- Build a process that makes sense, and stick to it
Communicate, even when it’s bad news
- Delays happen, people go on holiday, priorities shift
- That’s fine, just tell candidates
- Silence is worse than rejection
- Send updates, even if it’s just: “We’re still reviewing”
Use tech to keep candidates in the loop
- Set up auto-replies that actually say something useful
- Use your ATS or calendar reminders to prompt updates
- Create a simple feedback template for rejections
None of this costs much, but it makes a big difference.
Give feedback
- If someone’s taken the time to prepare, show up, and be interviewed, tell them why it didn’t work out
- They’ve invested time, money, and emotional energy, you owe them a response
- Giving feedback isn’t fun, but do it anyway. Candidates deserve it. It’s the least you can do.
Make interviews a two-way conversation
- Leave time for questions
- Be honest about the role and what it’s like to work there
- Remember, they’re interviewing you too
Close the loop, even if the role gets paused or cancelled
- Don’t ghost candidates because plans have changed
- Let them know what’s happened and thank them for their time
- They’ll remember how you handled it
Ask candidates for feedback
- Send a short follow-up or survey
- Find out what worked and what didn’t
- Keep improving your process
It’s not complicated.
You just need to decide to care.
Want to create a candidate experience people rave about?
Treat the people who apply like humans, not admin tasks.
Thank You
Thanks for visiting recruiterpaul.eu
I hope you found this post useful.
If you’d like to connect, share feedback, or talk about your hiring plans, I’d love to hear from you.
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