5 Ways To Improve Candidate Experience In Recruitment

Effective communication and timely feedback enhance candidate experience

A positive candidate experience can set your company apart in a competitive job market. This article gathers expert insights on refining your hiring process, from clear communication to streamlined feedback. Discover practical strategies to attract top talent and create a seamless recruitment journey.
 

• Streamline Communication for Candidate Engagement
• Share Personal Stories to Build Trust
• Implement Quick Response Tracking System
• Gather Feedback to Improve Recruitment
• Move Account Creation to End of Application

Streamline Communication for Candidate Engagement

I noticed that our recruitment process was leaving candidates waiting too long for updates, which often led to frustration and disengagement. To address this, I implemented a streamlined communication system where we committed to providing status updates to every applicant within 48 hours of each stage — whether it was after submitting an application, completing an interview, or awaiting a final decision. 

I worked with my team to set up automated email templates that were personalized and clear, ensuring candidates felt informed and valued throughout the journey. This small but intentional change made a big difference in keeping applicants engaged and building trust in our hiring process.

The results were encouraging: we saw a 20% increase in application completion rates and received positive feedback from candidates who appreciated the timely communication, even if they weren't selected. It also reduced the number of follow-up inquiries, freeing up time for my team to focus on other priorities like talent sourcing and interview preparation. For others looking to boost candidate satisfaction, I'd recommend prioritizing consistent and transparent communication — it's a simple step that shows respect for candidates' time and effort. 

Pair this with a quick feedback loop, and you'll likely see happier applicants and a stronger employer brand, which are key to attracting top talent in today's competitive job market.
 

Matthew Van Rooyen, HR Manager, Mail Tester

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Share Personal Stories to Build Trust

I began every interview by sharing my own story and explaining why I'm passionate about the mission behind the work we do. I talked about my journey, what led me to this field, the challenges I've faced, and the values that drive me daily. That level of honesty and vulnerability wasn't rehearsed or polished; it was real. And that realness broke down a lot of walls. 

Candidates started to open up in a much more authentic way. Instead of sticking to rehearsed answers, they began to speak from the heart about their own goals, their struggles, and what really matters to them in a role and a team.

This change shifted the tone of the entire interview process. It stopped feeling like a test and started feeling like a meaningful conversation between two people who might be building something together. I believe people are at their best when they feel safe to be themselves. 

When leaders take the first step to show that kind of vulnerability, it signals to the candidate: "You don't have to pretend here. You can be real." That builds trust, and trust is the foundation of a good hire, not just someone who's technically qualified, but someone who actually fits the mission, the pace, and the energy of the team.

If I could offer one recommendation to others trying to improve the candidate experience, it would be to stop hiding behind polished pitches and scripts. Lead by example. Share your "why," and make space for the person across from you to do the same. People remember how you made them feel during the process, and when they feel connected, they're more likely to say yes to the offer and stay committed long-term.
 

Sean Smith, CEO & Ex-Head of HR, Alpas Wellness

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Gather Feedback to Improve Recruitment

Regularly gathering candidate feedback through surveys has become essential to improving the recruitment experience. Some time ago, we began systematically collecting insights from candidates at the final stage of recruitment to better understand their experiences and expectations.

It's crucial not only to measure overall satisfaction but also to analyze all aspects of the candidate journey: clarity of company presentation, quality and comfort of communication, ease of scheduling, perceptions of the interview stages, and attractiveness of job offers.

Analyzing this feedback allows us to quickly identify emerging trends and pinpoint areas for improvement. Thanks to this data-driven approach, we've already implemented various enhancements, such as detailed company presentations, streamlined interview processes, and more user-friendly scheduling tools. I strongly recommend continuously conducting and reviewing these candidate surveys to ensure we remain responsive to evolving market needs.
 

Yana Skok, Head of Talent Acquisition, Vention

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Move Account Creation to End of Application

One improvement that can be made is to move the creation of a candidate account to the end of the application process. Previously, candidates were required to set up an account at the very start, which often led to frustration and increased drop-off rates. By moving this step to the end, after candidates had already dedicated time and effort to their applications, the process became more intuitive and less obstructive.

This change allowed candidates to concentrate more on presenting their qualifications without the distraction of account creation. As a result, they were more inclined to complete the application since they didn't have to commit to an account from the outset. We observed a decrease in application abandonment rates and an increase in overall completion rates.

I recommend fully evaluating the sequence of steps in your application process. Eliminate friction points whenever possible and allow candidates to prioritize what truly matters - showcasing their skills and experience. Only ask for account creation or login details when it's necessary for follow-up or tracking purposes after they've already invested time in applying.
 

Grant Smith, Global Recruitment Marketing Specialist

Brett Farmiloe is CEO & Founder of Featured.