After over a decade in HR, I’ve learned that building a high-performing team starts long before someone’s first day—it begins with recruitment. The recruitment process doesn’t just shape your team’s success; it also reflects your company’s DNA and influences your reputation in the talent market. A poor candidate experience can deter future applicants and even tarnish your brand, while a positive one can turn even rejected candidates into advocates for your company.
I recently found myself on the other side of the table—as a candidate—and it opened my eyes to how much room there is for improvement in candidate experience. Here are some key takeaways:
1. Job Descriptions: Less is More
The job description is often a candidate’s first impression of your company. Yet, too many companies treat JDs like academic essays—long, dense, and filled with jargon. Candidates don’t need a dissertation; they need clarity. Focus on the role, the skills required, and the problems they’ll solve. Avoid sounding like you’re looking for a mythical unicorn or your exact clone. And remember, some words can carry legal risks—choose carefully.
2. The Application Process: Keep It Simple
Thankfully, many companies have streamlined their application processes—a quick LinkedIn link, attach a resume, maybe answer a couple of questions, and you’re done. This simplicity encouraged me to apply. But not all companies have caught up. Some platforms required multiple clicks just to find the application page, while others asked me to manually input information already on my resume or LinkedIn profile. Pro tip: Don’t make candidates re-enter their entire job history—it’s redundant and frustrating. Think of the application process as a user experience. If it’s tedious, you risk losing great candidates before you even meet them.
3. The Interview: It’s a Two-Way Street
Interviews are more than just vetting candidates—they’re also your chance to showcase your company. I follow the 80/20 rule: candidates should be talking 80% of the time, while I’m asking thoughtful, job-relevant questions for the remaining 20%. Preparation is key. Know the candidate’s background, understand the role, and make every minute count.
It’s also vital that your interview team is trained and enthusiastic. Divide responsibilities among interviewers and ensure only those who are genuinely invested in the company are part of the process. Candidates can pick up on non-verbal cues—if an interviewer seems disengaged or disillusioned, it reflects poorly on your company.
4. Respecting Time: A Non-Negotiable
Candidates are setting aside time—sometimes juggling work or personal commitments—to meet with you. Respect that. If you’re running late, let them know ASAP. If an interview might run over, ask if they’re okay with it. Better yet, set expectations upfront by suggesting they block an extra 30 minutes as a buffer. Punctuality and consideration go a long way in showing candidates you value them.
5. Feedback & Ongoing Engagement: Close the Loop
After the interview, clearly communicate when candidates can expect an update and what the next steps are. Even if no decision has been made, a courtesy update shows you care. If your hiring process is lengthy, stay engaged—check in periodically to keep candidates interested and informed. Remember, “you snooze, you lose.”
Candidate experience is as critical as customer experience. While a bad candidate experience might not hit your revenue negatively or directly, it can damage your brand and make it harder to attract top talent in the future. On the flip side, a great experience can turn candidates into brand ambassadors, future applicants, and sources of quality referrals.
If you are currently looking for job, I’d love to hear about your experiences—the good and the bad. What made a candidate experience memorable for you?
PS: Please don’t mention company names when sharing your stories!