Candidate experience should be top of mind for any employer who wants to attract great talent. If your hiring process is frustrating or unclear, suitable candidates will look elsewhere.

Things are different today. It has never been tougher to attract top (IT) talent, and it is essential to provide a great candidate experience in recruitment.

Keep reading to find out how to improve candidate experience and make sure your applicants stick around.

Why Is Candidate Experience So Important?

The job market is candidate-driven, which means that employers need to do everything they can to ensure their company is an attractive option for job seekers.

Andrew MacAskill, an author and founder of Executive Career Jump, says that the first point of contact with candidates is the hiring process. It’s an opportunity to market your business, provide clarity, and motivate people to succeed.

Every interaction is significant in this process. And, with the employment market so tight right now, it’s more vital than ever to make sure your candidate experience is tailored to the individual, not the organization. Right today, top applicants have many options, and a great candidate experience can make a big difference.

What Are Candidates Looking for in a Hiring Process?

The majority of job seekers expect the same from a hiring process.

First and foremost, candidates want clarity. They want to know what the expectations are, what the process will entail, and how long it will take. This lack of clarity is one of the main reasons people drop out of the hiring process altogether.

Another key element is transparency. Candidates want to know where they stand at every stage of the process. They don’t want to be left in the dark, wondering if they’re still being considered for the role or what the next steps are. This lack of communication can be frustrating and off-putting for candidates.

Finally, candidates want a positive and engaging experience. They want to feel like they’re being valued as individuals, not just as numbers in a system. A great candidate experience should make candidates feel excited about the opportunity to join your company.

5 Tips for Improving Candidate Experience

Now that we know what candidates are looking for let’s take a look at how you can improve your candidate experience.

1. Simple, the mobile-friendly application process

The first step in any hiring process is the application. And, with so many people now looking for jobs on their mobile phones, it’s essential to make sure your application process is simple and mobile-friendly.

According to Glassdoor stats from 2019, 58% of candidates are looking for new jobs on their phones. And, 35% of applicants said that they prefer filling out job application forms on their mobile phones.

Long and complicated applications are a turn-off for candidates. They don’t want to have to fill out dozens of fields or answer multiple-choice questions. Keep it short and sweet.

2. Clear and transparent job description

As we mentioned in the beginning, candidates want clarity and transparency. So, make sure that your job description provides all the details they would like to know.

Your job description is one of the most important elements of your hiring process. It’s your opportunity to sell the role to candidates and give them a clear idea of what they’ll be doing if they’re successful.

What information should you include?

Candidates don’t want a long list of your requirements; they want a clear and accurate description of the position and responsibilities. They want to know about the wage range, bonuses and benefits, and business values, among other things. They also want all the information to be presented in an easy-to-understand style. 

3. Optimize your hiring time

The time it takes to hire someone can be a major pain point for candidates. In fact, 69% of job seekers say that a lengthy hiring process would make them less likely to accept a job offer, according to Glassdoor’s research.

According to a LinkedIn poll, candidates usually wait for 2 to 3 months to get an offer for the job they applied to. This is a concern, especially in the IT industry, because top talent stays available for only ten days on average.

In today’s candidate-driven employment market, candidates, particularly those with in-demand talents, have many options. The more time you take to make an offer, the higher the chance that your candidate will accept someone else’s offer.

What can you do to optimize your hiring time? Make sure you don’t leave your candidates waiting for a reply. Most candidates say that 3 to 5 business days is an acceptable time frame for a response, so make sure to keep them in the loop.

4. Regularly update your applicants on where they are in the process

As we mentioned, candidates want to know where they stand at every stage of the process. So, it’s essential to keep them updated throughout the process.

The best way to do this is to set up an automated email system that sends candidates updates as soon as an applicant lands in a new stage of the process. For example, you can send them an email when their application has been received, when they’ve been shortlisted for an interview, and so on.

5. Provide feedback to unsuccessful candidates

Finally, it’s important to provide feedback to unsuccessful candidates. It’s the polite thing to do, but it also shows that you value their time and effort.

One LinkedIn survey found that 65% of professionals prefer to receive bad news over email rather than a phone call. So, if you have to reject a candidate, make sure to send them appropriate email feedback.

When you’re providing feedback, be as specific as possible. Candidates appreciate hearing what they did well and where they could improve.

Improving candidate experience should be a priority for any business looking to attract hard-working and ambitious individuals. By following the tips we’ve outlined in this article, you can make sure that your candidates have a great experience when they apply for a job with your company.

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