Candidate Experience is one of the hottest recruitment topics nowadays.
What exactly does it mean and why is it so important?


It’s quite natural that companies focused on success care about their clients. They constantly improve contacts with them and raise customer service standards. This translates into the so-called Customer Experience. It means focusing on how customers feel when interacting with a company or its products.

The candidate’s experience is the sum of impressions that candidates have during the contact with the company they apply to. What is the picture of the recruitment process, application submission, contacting recruiters or getting feedback about their candidacy? The candidate’s experience applies to all stages of the recruitment process – and does not end soon after its finished.

Moreover, it applies to every point of contact between the company and the applicant. What happens before and after sending an application or participating in a conversation is crucial. Does the candidate receive feedback, and if so, what is the answer? Will it have a negative or positive effect on his opinion about the employer?


How can you provide a good experience for every candidate?


68% of candidates think the way they are treated in the recruitment process reflects how the company treats its employees. The creation and implementation of the candidate’s best possible experience path are essential if you want to win the fight for the best employees. Nowadays, the labor market is mainly based on candidates, which means that you do not decide who works for you. It’s the talent that’s choosing you. Therefore, it is absolutely necessary that your company takes care of the candidate’s experience at every stage of the recruitment process. Where to start?



Here are the most important elements of the recruitment process, which you can improve to make the candidate experience great again:


Job description


A recent Talent Board report states that job descriptions are the first and most important work-related element that candidates are paying attention to. What are they looking for? What makes them apply without hesitation?
Candidates need a clear and accurate job description and related responsibilities, not a list of your requirements. They also want to know the salary range, offered benefits and know the company’s values. Another important thing is to serve this information in an attractive, easy to receive way. The presentation of a job offer as infographics or a video presentation is much better than a dry text on a white background. 

Career page or job offers shop?


Research clearly shows that 89% of job seekers visit Career websites of companies they want to apply for. It’s not only a matter of trust, but it’s about checking the atmosphere represented by an employer. When they find your offer, they will not apply immediately. Instead, they will check your website and analyze it thoroughly. Use this knowledge to change the Career tab on your company website into an attractive, unique job offer store. Make sure all necessary information for the candidate is available (see above).

Transparent recruitment process


83% of candidates believe that the availability of information about the recruitment stages helps them decide whether to apply for a given job offer. It’s not only a question of transparency, so desirable in our times, but also a sign of respect for the candidates. Mutual respect is the first step to mutual success. Make it easier for desirable candidates to apply for a job in your company. Explain in detail what to expect at each stage of the recruitment process. Think about what else you can do for them. Some companies designate an employee who is available by phone or online in case of questions of candidates, others present the recruitment process in a graphical or multimedia manner.


Simple application process


A typical candidate spends up to 4 hours preparing and submitting one application for a job. It’s no wonder that 60% of job seekers give up applying once they see how complicated the process is.
Do you also ask candidates to create an account on the website, upload their CVs to the server and then fill in a huge table that contains exactly the same data? If so, you have to change it!Where to start? Feel like a candidate. Visit the company website and try to apply for a job offer. was the process easy and pleasant? Where can something be improved? Think about it and make the necessary changes.
Why is it so important? A determined candidate applies anyway, no matter how complicated the process is. However, you can lose candidates who hesitate and are not sure if they want to change their job. By improving the application process, you help them and your company.


Keep candidates up to date


Candidates are most frustrated when they face a lack of response to their application from employers. You know that feeling. You send an email with the offer, and in return, you get dead silence. 81% of candidates say that constant contact during the recruitment process is crucial for the overall assessment of the entire company. Is the collection of applications prolonged? However, the recruitment interview will take place next month? Your candidates want to know, so improve the recruitment process in your company by delegating employees to keep candidates updated.


Give and receive feedback
Recruitment is a two-way process – feedback should flow not only from the candidate (whether he accepts a job offer) but above all from the employer. Feedback is key for the candidate – it helps him build a professional career. Job applicants expect feedback in the recruitment process. It does not matter if it’s e-mail or telephone, but when it comes to good news, candidates prefer telephone contact, and in the case of bad news – e-mail contact.
It is very important that the feedback goes not only to people who you want to hire but also to candidates who have dropped out of the process. Make sure that they receive elegantly formulated, constructive feedback. They may want to apply again in the future.

Take care of your talent pool 

Despite the common belief, the candidate’s experience does not end when you do not want to hire him. Those who do not match current job offers may be needed in the future. Develop a talent pool for future roles. How? Keeping in touch with candidates – from time to time make them sure they are valuable and ask about their current interest in job offers. LinkedIn will help you keep professional relationships alive. Use email recruitment campaigns, organize events related to the creation of a network of talents and contacts.

In summary, the candidate’s experience plays a large role in the overall perception of your employer brand. It’s worth remembering at each touch point with the company – whether a website, reviews on the Internet, contact with a recruiter or an e-mail after a job interview.

Take care of your candidates’ experience or do it with us – call us now! + 48 509 697 484