Want to Improve Your Candidate Experience?
Start by thinking it through before you start hiring
When you’re recruiting, you’re solving a problem.
You need someone with the right skills.
You want to get them in front of your team.
You’re focused on filling the gap quickly.
That’s understandable.
But it’s easy to forget:
Recruitment is a two-way street.
The people who could solve your problems are also deciding if they want to work with you.
They’ll commit to the process if:
- Their time is respected
- The process is clear
- You’re honest about what to expect
Even in a tough market, candidate experience still matters.
Here’s one simple way to improve it:
Map out your full hiring process before you begin.
Then ask yourself:
- If I were the candidate, would this make sense?
- Would this stage build my interest in the role?
When you do that, things start to shift:
- Job ad with no salary? Not cool!
- Six interviews when three would do? That’s wasteful.
- Scattered stakeholder meetings? Combine them.
- Playing games with offers? Don’t, instead, implement a best offer policy.
Candidate experience isn’t complicated.
But it does take thought.
And it works best when you put people at the centre of what you do.
Thank You
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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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