A guide to know all about candidate experience

Have you ever wondered how candidates feel about their journey with you, even if they don’t get the job?

In today’s competitive job market, a great candidate experience isn’t just a "nice-to-have,"  it’s a basic need. How candidates perceive your company during the recruitment process can leave a lasting impression, impacting your ability to hire the best talent and improve your brand's reputation.

CareerArc reports that 60% of candidates report having received a poor candidate experience.

A poor candidate experience can let go of qualified people and hurt your employer's brand in public forums like Glassdoor.

In this article, we’re going deep into the details of the concept of candidate experience, why it’s so important, how to measure and improve it, and best practices that can make a significant difference in the way candidates view your company. 

Whether you're looking to refine your hiring process or revamp it completely, this guide will provide actionable insights to help you create a winning candidate experience.

What is the candidate's experience?

Candidate experience refers to how a person feels about their interactions with a company during the hiring process. This starts from when they first hear about the job and continues until they receive an offer or rejection. It includes everything from job listings and interviews to how they are treated after a decision is made, whether they are hired or not.70% of companies reported an improvement in the quality of hires after prioritizing candidate experience (Glassdoor).

A positive candidate experience can make a strong impression on candidates, influencing their perception of the company and its brand, while a poor candidate experience can deter future applicants and harm the company's reputation.

Key elements of candidate experience:

• How easy it is for candidates to find job postings and navigate job boards.
• The ease and clarity of applying, including the technology and communication involved.
• How respectful, organized, and transparent the interview process is.
• The timeliness, clarity, and tone of communication, particularly whether the company provides feedback after interviews or offers.

A company’s ability to attract, engage, and retain top talent is significantly impacted by how it treats candidates throughout this process.

How do you evaluate candidate experience?

Evaluating candidate experience involves gathering feedback from candidates
at various stages of the recruitment process. This feedback helps identify areas for improvement and ensures that the recruitment process aligns with the company’s values and candidate expectations.

Methods to evaluate candidate experience:

Surveys and feedback forms: Candidate experience surveys are the most common way to evaluate candidate satisfaction. These surveys can be sent after key stages, such as after an interview or post-application, to gather real-time data on their experience.

Net promoter score (NPS): This is a simple yet effective way to gauge the likelihood of candidates recommending your company to others. More on NPS surveys is discussed later in this blog.

Data analytics: Tracking recruitment metrics such as time-to-hire, offer acceptance rates, and the number of candidates who drop off during the process can provide indirect insights into candidate experience. High drop-off rates may indicate a poor experience, prompting further investigation.

Candidate interviews: Conducting post-process interviews with candidates can offer more in-depth feedback, helping recruiters understand specific pain points in the experience.

Glassdoor and public reviews: Candidates often leave reviews of their interview experience on platforms like Glassdoor. Monitoring these reviews can provide qualitative insights into how the process is perceived externally.

How do you create a great candidate experience?

Creating a great candidate experience is about making sure candidates feel respected and valued throughout the hiring process. Here are some ways to do that:

Clear job descriptions: Write job descriptions that set clear expectations.

Include:

- Information about company culture and benefits
- What success looks like
- Required qualifications
- Job responsibilities

Simple application process: Make sure the application process is easy to follow. Long or complicated forms can frustrate candidates and make them quit. Using applicant tracking systems (ATS) that are mobile-friendly and integrated with social profiles can speed up the process.

Regular and clear communication: Keep candidates informed about where they stand. Let them know the timeline for each stage. Even if they don’t get the job, sending timely rejection messages leaves a good impression.

Personalized interactions: Treat candidates as individuals, not just numbers. Use their name in emails, adjust interview times based on their availability, and add small, thoughtful touches to show you value them.

Positive interview experience: Interviews are often the most important part of the process for candidates. Make the experience smooth by:

• Creating a welcoming and respectful environment
• Sending an agenda before the interview
• Creating a structured and fair process
• Preparing interviewers in advance
  
  Offer helpful feedback: Candidates appreciate feedback, even if they don’t get the job. Giving constructive feedback shows you care about their growth and can leave a lasting positive impression.

How do you improve candidate experience?

Improving candidate experience is a continuous process that involves analyzing feedback and making incremental changes to recruitment practices.

The importance of these experiences extends beyond the individual candidates. According to CareerArc, 72% of candidates are likely to share their bad experiences online or with someone directly.

Here are a few steps to enhance the candidate journey:

Collect and use feedback
Consistently asking candidates for feedback helps you understand what's working and what isn't. Use this feedback to fix common problems, like long response times or not giving feedback after interviews.

Make the interview process better
Train interviewers to ensure candidates have a good experience. Interviews should be organized, fair, and free of bias. Candidates should feel like their time is respected and that the interview process reflects the company's values.

Speed up the hiring process
Long hiring processes can frustrate candidates and make them lose interest, especially top talent who may have other offers. Make decisions faster and keep candidates updated throughout the process to keep them engaged.

Provide a realistic job preview
Give candidates a clear idea of what the job involves and what the company culture is like. Offering them a chance to experience a small part of the actual work can help improve their satisfaction and increase the likelihood they’ll stay if hired.

Use technology
About 60% of hiring managers and recruiters use video technology to make the hiring process smoother. Video interviews help assess candidates more efficiently and improve their overall experience during recruitment.

Why is candidate experience important?

A candidate’s experience during the hiring process affects not only the quality of the people you hire but also your company’s reputation, employee satisfaction, and business success.

Impact on employer brand
Candidates can easily share their experiences on platforms like Glassdoor and LinkedIn. A bad experience can lead to negative reviews, hurting your company’s reputation. A good experience, however, boosts your company’s image and attracts top talent.

Influence on candidate’s decisions
The way a candidate is treated during the hiring process can strongly impact their decision to accept or reject a job offer. Talented individuals are more likely to choose companies that treat them with respect and communicate openly.

Building future relationships
Even if a candidate isn’t hired, a positive experience can make them consider future opportunities with your company. They might also recommend other candidates, helping you in future recruitment.

Employee retention and satisfaction
Candidates who have a good experience during the hiring process are more likely to start their job with a positive outlook. This often leads to better job satisfaction and higher retention rates.

What is measured through the candidate’s experience NPS survey?

Candidate Net Promoter Score (NPS) is a valuable tool to measure the overall satisfaction of candidates with the recruitment process. It asks a simple question: "On a scale of 0 to 10, how likely are you to recommend our company’s hiring process to others?" Based on the responses, candidates are categorized into:

• Promoters (9-10): Highly satisfied candidates who would recommend the company.
• Passives (7-8): Neutral candidates who are neither satisfied nor dissatisfied.
• Detractors (0-6): Dissatisfied candidates who may actively discourage others from applying.

What is measured through NPS:

• Candidate satisfaction: The overall satisfaction with the recruitment process.
• Likelihood to reapply: Whether candidates would be willing to go through the hiring process again for future roles.
• Impact on employer brand: How likely they are to speak positively about the company in public forums or to other job seekers.
• Process bottlenecks: Identifying which stages in the hiring process create the most dissatisfaction.

How to act on NPS results:

• Promoter engagement: Encourage promoters to share their positive experiences online or via testimonials.
• Improvement for detractors: For detractors, dive deeper into their feedback to uncover specific areas that need improvement.
• Continuous refinement: Use the NPS feedback to refine and enhance the candidate experience continuously.

What are candidate experience best practices?

To ensure that your candidate experience stands out, follow these best practices:

Transparency from start to finish
From the job description to the final offer or rejection, ensure that candidates know what to expect at each stage. Outline timelines, provide updates, and be clear about what you need from them.

Speed and efficiency
A slow recruitment process can turn off candidates. Aim to speed up decision-making without compromising the quality of your interviews. If there are delays, communicate them promptly.

Personalized communication
Every interaction should feel human. Avoid sending generic responses and instead, personalize your communication based on the candidate's background and status in the process.

Inclusive hiring process
Ensure your hiring process is fair, equitable, and inclusive. Train interviewers on unconscious bias and provide equal opportunities for all candidates, regardless of their background.

Post-Interview feedback
Even if a candidate is not selected, providing constructive feedback can leave a positive impression. Feedback helps candidates grow and increases the chances of them applying for future roles.

Technology integration
Leverage technology to create a seamless candidate experience. From automated scheduling tools to mobile-friendly application platforms, technology can reduce friction and enhance the candidate journey.

Engaging job descriptions
A job description is often the first interaction a candidate has with your company. Ensure that your job postings are clear, concise, and engaging. Avoid jargon and focus on making the opportunity sound exciting.

Prepare your interviewers
Well-prepared interviewers can significantly improve the candidate’s perception of your company. Ensure they are equipped with all necessary information, have read the candidate’s resume, and are clear on the interview process.

Conclusion

A great candidate experience is crucial for attracting, engaging, and hiring top talent. From the first point of contact to the final decision, every step of the recruitment process should be thoughtful, transparent, and efficient.

Companies that prioritize candidate experience not only improve their chances of landing top-tier candidates but also strengthen their employer brand and establish long-term relationships with potential talent.

By continuously evaluating, improving, and following best practices, companies can create a recruitment process that leaves candidates feeling valued and respected, regardless of the outcome.

But how to start? You need to first streamline the basics and then get started with a video interview. If you want to hire and scale your tech teams, Intervue.io helps outsource interviews, reduces the time to hire, and gives detailed feedback reports. This whole process makes the candidate experience smooth and as expected from the candidate.

Are you hiring? Book your demo.

FAQs:

1. Why is candidate experience important? 
A positive candidate experience can enhance your company's reputation and make it more attractive to top talent. It also increases the likelihood of candidates reapplying or recommending your company to others. A poor experience, however, can deter future applicants and harm your brand.

2. How to improve the interview process for candidates? 
Start by ensuring your interviews are well-structured, respectful, and free of bias. Make sure interviewers are prepared, communicate clearly with candidates, and provide a welcoming environment. Offering constructive feedback afterward also helps leave a positive impression.

3. What role does technology play in candidate experience? 
Technology can streamline the recruitment process, from simplifying applications to automating interview scheduling. Using video interviews can make the experience faster and more convenient for candidates.

4. How to keep candidates engaged during the hiring process? 
Clear and regular communication is key. Keep candidates informed of their status, explain next steps, and let them know if there are any delays. Personalizing your interactions also helps candidates feel valued.

5. How can feedback improve the candidate experience?
Feedback, even after a rejection, shows candidates that you respect their time and effort. Providing useful and constructive feedback helps them grow and may encourage them to apply again in the future or recommend others to your company.