How to deliver an outstanding candidate experience
No matter what the job market is like, organizations are realizing that hiring isn’t just about assessing talent—it’s also about leaving a positive impression on candidates. Whether or not they land the role, a candidate’s experience during the application and interview process can shape their perception of your company for years to come. You never know when someone may be a fit for a future role with you, so treat every candidate who takes the time to apply like they matter.
At the heart of a great candidate experience are a few simple, but often neglected practices. These practices are important throughout the entire hiring cycle – whether a candidate has just applied, is currently interviewing or they are waiting to hear back about next steps. Let’s explore.
1. Put yourself in the candidate’s shoes
It’s imperative to bring a people-centric perspective to handling candidate activity. Think back to your last job interview. Did you receive timely updates? Were your questions answered? Did you even hear back at all? Asking yourself these questions is a great way to put yourself in a candidate’s shoes. If a candidate answers “no” to any of these questions, then as a company you are not providing the best candidate experience.
Poor candidate experiences can lead to:
- Negative reviews on platforms like Glassdoor
- Loss of future applicants (who read those negative reviews)
- Damage to your employer brand
- Reduced customer loyalty (especially if they love your product)
If you treat candidates poorly, they are less likely to recommend or buy from you again. The bottom line—investing in a better process isn’t just the right thing to do—it’s smart business.
2. Provide clear communication
Timely and transparent communication can make or break a candidate’s experience. Here’s what great communication looks like:
- Acknowledgement of applications Let candidates know if they’re being considered – it matters more than you think!
- Prompt response after interviews Even if the decision is a “no,” please do not let people wait days or even weeks to know if they are moving forward.
- Clearly set expectations Sometimes things happen – urgent work, vacation, etc. – just be open and set expectations of when you will provide feedback. If something changes, reach out and be honest.
Candidates often describe the waiting game as the most stressful part of applying for jobs. Silence, unfortunately, speaks volumes. By keeping candidates informed, you show respect for their time and effort. Place yourself in their shoes. It is ok to say something along the lines of “This is Phase One, and we are speaking to other candidates. Our timeline to let you know about the next steps is by X date.”
3. Give helpful feedback
Even more valuable than communication is feedback—a tool that many companies overlook or do not handle from the candidate’s perspective.
Giving feedback, especially to those who aren’t selected, is an opportunity to:
- Help candidates grow and improve for future opportunities
- Strengthen relationships, turning rejected applicants into advocates
- Demonstrate empathy and professionalism in a tough moment
While it may not be feasible to respond to every applicant, especially at the resume review stage, feedback is incredibly important after the candidate has spoken to someone (whether it is a recruiter or a hiring manager).
What good feedback looks like:
- Specific Focus on strengths and areas for improvement
- Actionable Suggest what could help them succeed next time
- Kind and honest Feedback can be candid without being harsh
Here’s an example: “We were impressed with your portfolio and creativity. One area to focus on might be elaborating on how your past projects led to measurable results—something our team values highly in this role.” Tip: Share this great resource with your candidates – STAR Method.
4. Create a candidate-centered process
Here are a few steps hiring teams can take to elevate the candidate experience:
- Map the candidate journey and identify pain points
- Train hiring teams on empathetic interviewing and communication
- Standardize timelines for follow-ups and feedback – everyone we interview receives communication and feedback within 24 hours
Final Thoughts
The candidate experience is more than just a trend—it’s a reflection of your company’s values. Treating applicants with respect, transparency and care can set you apart, attract top talent, and build a community of brand ambassadors—even among those you don’t hire. Because in the end, it’s not just about who you hire—it’s about how you make people feel in the process.
