What is the candidate’s experience?

The candidate experience defines how the job seeker perceives your hiring process. Several factors and experiences can influence the candidate’s experience, including:

• Interactions between the applicant and the company

• Application procedures

• Pre-interview screenings

• Interviews

• Employee onboarding

• Timeliness and effectiveness of communication about the position

• Clarity of the job description

A positive candidate experience often occurs when the process is simple and clear with regular, transparent communication. Professionalism and inclusivity also help develop a positive impression of your organization.

Why is the candidate’s experience important?

A positive experience during the hiring process helps strengthen your brand image as an employee-first company. Professional, polite exchanges can also establish a positive reputation, which can help attract more talent.

Positive interactions can impact a new hire’s experience once they start working for your organization. They can help build trust with new hires, which may encourage collaboration with the team quickly. Successful onboarding can also help an employee acclimate to their new role.

Additionally, positive candidate experiences can help establish a sense of trust with new employees, which may improve early collaboration efforts, support successful onboarding and boost employee engagement and retention rates.

7 ways to improve the candidate experience

Consider evaluating every phase of your company’s hiring process to improve the candidate experience.

1. Optimize your job postings

Your job posting is often the first interaction a job seeker has with your company and is the beginning of the candidate experience. Writing a clear job description may help applicants determine whether your open position fits with their qualifications.

Bulleted lists of role requirements and responsibilities make the job description easy to scan for an improved experience. You might also include a salary range, the benefits offered and information about your company culture and work environment. Information about the hiring process can also help prepare them for the next steps if they choose to apply.

2. Create an effective career page

A company career page details your current job openings and application processes, but it can also enhance the candidate experience through additional information. With written or video testimonials from employees and links to the company’s social media platforms, job seekers can easily access information in one place. You can also use this section to clarify whether your company accepts speculative applications or offers seasonal internships.

Making a Company Page with Indeed also gives candidates access to company reviews, a complete list of your company’s vacancies and reasons to join the company all in one place.

3. Simplify your application

Straightforward application instructions provide the necessary information for applicants. Keeping the process simple can encourage candidates to complete the application in full and show you value their time.

Check your application process for redundant questions or unnecessary steps. For example, if you require a resume, consider removing the application section for previous job experience. Auto-fill options that pull information from an uploaded resume can also reduce the application time.

Consider optimizing your application for mobile use to allow candidates to apply from anywhere. This helps support mobile recruiting efforts.

Posting a job on Indeed also simplifies the application experience. Job seekers can easily search for their desired job title and find your company and its offerings.

4. Send confirmation of receipt

Sending a confirmation email to notify candidates that you’ve received their application can help improve the candidate experience. It demonstrates your company practices clear communication and may provide an expected timeline for the next steps. You might complete this step through automated emails.

5. Interview individuals fairly

The interview stage helps job seekers develop an opinion about your organization through interactions with your team. You can help interviewees feel comfortable by greeting them warmly and introducing current employees. Conducting a structured interview process helps provide a consistent, fair experience for candidates by asking every candidate the same questions and uses the same evaluation metrics to support unbiased hiring decisions.

At the end of the interview, explain the next steps and let participants know when to expect a decision.

6. Build a welcoming onboarding process

A comprehensive onboarding process helps the new hire feel comfortable at work and in their new role. A new hire onboarding checklist can support consistent training that helps new hires feel informed, prepared and confident.

You might also set aside time to present employee resource groups (ERGs) so new hires feel a sense of community. An informal meeting during the first week can also let you introduce the new hire to the rest of the team, including each worker’s role and how they may offer assistance. This may help new employees feel a sense of belonging and establish contacts.

A mentor can also provide further support. Consider pairing your new hire with an experienced employee who can answer questions as they come up. The mentor might have them shadow calls, check in at the end of each day or provide walkthroughs of various processes, beyond those covered in typical training.

7. Maintain regular communication

Regular communication helps candidates understand where they are in the hiring process and what comes next. It may ease their anxiety about their chances of being selected for the job.

For instance, if there’s a delay in the hiring process, inform applicants about the adjusted timeline and that their application is still being considered. This can help them maintain interest in your position.

When it’s time for interviews, communicate who they’re meeting with, the meeting location (via Zoom or in-person) and an estimated length. For in-person interviews, include any necessary details, such as where to park and check in.

Professional, courteous and transparent communication can help candidates feel confident. Because interviewees can become new hires, offering information when necessary can demonstrate your intention to communicate effectively in the workplace.

Frequently asked questions about candidate experience

How can I measure candidate experience?

Consider using key performance indicators (KPIs) to measure candidate experience. They can provide you with quantifiable data about specific areas, such as:

• Application completion rate

• Time to hire

• Offer acceptance rate

Asking participants to complete a survey regarding their experience may provide direct feedback that can help you identify areas for improvement.

How do you improve the experience for candidates who don’t move forward in the hiring process?

Letting applicants know they’re no longer being considered is a courtesy that could make a positive impression. You might also offer to keep their resume on file for future vacancies.

Following up with every candidate can demonstrate that good communication is a part of your employer brand. Personalizing this communication, especially for people who interviewed for the position, may encourage them to apply in the future. Depending on the size of your applicant pool, you could also provide insight into the reasoning for your hiring decision.