Why Candidate Experience Matters More Than Ever

Let’s not dance around it: recruitment is tougher than ever, and candidates are more discerning. Gone are the days when a recruiter could lazily sling out job ads and wait for applications to roll in. Now, it's a battlefield where candidate experience is your sharpest weapon. If you want to attract and retain top talent, your candidate experience needs to be flawless.

Candidates today have more choice, and they know it. They’re shopping around, comparing how they’re treated, and if your process doesn’t match up, they’ll ghost you faster than you can say "next round interview." Here's why the candidate experience is now the most critical part of recruitment in 2024.

Candidates Have the Power

Thanks to ongoing talent shortages, especially in high-demand fields like tech and healthcare, candidates are calling the shots. A LinkedIn survey found that 75% of job seekers research a company’s reputation before they even consider applying. Candidates are not just looking for a salary anymore; they want to know what it’s like to be a part of your culture and how you treat people during the hiring process.

In short, your reputation as a recruiter or employer is on the line with every interaction. If you don’t treat candidates well, they’ll not only turn you down, but they’ll tell their network, and pretty soon, no one will want to work with you. Glassdoor research shows that 70% of candidates read company reviews before applying, and a bad review can sink your chances of attracting talent before you even get started.

Employer Branding is Everything

Let’s talk branding—because whether you like it or not, recruitment is branding. Your candidates are walking billboards for your company. If they have a positive experience, even if they don’t get the job, they’re more likely to speak well of you, boosting your employer brand.

But a bad candidate experience? That’s a one-way ticket to reputation disaster. According to Bullhorn’s 2024 Report, the firms that invest in the candidate experience—automating where it matters, but keeping the personal touch—are the ones thriving. Your employer brand isn’t just about ping-pong tables or fancy job perks; it’s how people feel during your recruitment process.

A Long-Term Investment in Talent Pipelines

You might think, “If the candidate didn’t get the job, why should I care about their experience?” Because talent pipelines. A candidate who feels valued will come back when the right opportunity arises. Treat them poorly, and not only will they never reapply, but they’ll tell others to steer clear.

Building a strong relationship, even with those you don’t hire, strengthens your future talent pool. Those who had a great experience—even if they didn’t land the role—are more likely to refer you to other candidates. This is why streamlined, efficient processes that value people are non-negotiable today. According to Recruiterflow, the firms that cut down on time-to-hire by simplifying processes see better success, and happy candidates keep your funnel full.

Personalisation Is Not a Bonus—It’s a Must

Nobody likes feeling like just another applicant. The job market is competitive, and candidates want personalisation. If you send the same generic “thanks for your application” message to everyone, don’t expect a warm reception.

Candidates want communication that reflects their experience, ambitions, and skills. The firms that thrive in 2024, according to Equip, are those who invest in building meaningful, personalised interactions at every touchpoint of the hiring process. Don’t just be a robot; show the human side of your agency or company.

Streamline or Fail

Let’s be blunt: no one wants to jump through hoops for your job. If your application process feels like something out of the 90s, candidates will bail faster than ever. Long, complicated forms, excessive steps, and poor mobile functionality are all deal-breakers.

In fact, Bullhorn reports that top-performing firms in 2024 are those that are leveraging automation to simplify processes and cut down time-to-hire. You should be doing the same. Use tools like Calendly for easy interview scheduling and AI-driven CRMs to track progress. Cut the fluff, and give candidates a seamless, friction-free journey.