How to Lose a Candidate in 10 Days (probably less)

Offered someone a role and they decline? Maybe you left it two weeks to interview from the point of getting CV's sent to you and now you're wondering where they've gone?


Candidate experience has become a buzzword in recruitment over the last five years. Using data collected about candidate experience can help companies drive their employer branding, EVP, and the overall culture of a workplace. Good candidate experience offers companies the advantage in their ability to secure top talent. Candidates who have a poor experience naturally assume the employees will be treated poorly and therefore are unlikely to take up a role.

The term is used to define the whole process from recruitment marketing to onboarding and everything in between. To attract, employ and retain the best members of your team you need to be offering a positive hiring experience, collecting information on how well you performed every time you do advertise, and use it in the feedback to improve and evolve. This means not only do you have to design a process that is going to attract positive feedback, but you also have to create the feedback system itself. Break your recruitment process down into 7 stages:

  • Job search (recruitment marketing)

  • Job application

  • Communication

  • Feedback

  • Interview

  • Onboarding

Candidate experience weaves into each point of your process, like the golden thread that binds it all together.




Positive Experiences

So, what makes a candidate experience positive? Firstly, your process should be well designed and easy to follow. The onus is on you to provide communication at each step promptly. It is essential your candidates do not feel you have set them up to fail, during each stage, even if they do not get the job, they should feel respected and valued. At no point during the recruitment process should they lose their excitement and motivation at the thought of coming to work for you.

Negative Experiences

You have instantly failed with your candidate experience if they are confused and cannot find the information they need. If your candidate feels frustrated, they are more likely to vent online, which can negatively affect your employer branding and chances of attracting top talent further down the line.

How to Create Positive Candidate Experience

When you come to design your recruitment process, it is vital that you understand the importance of communication and listening. Each step along the way needs to be transparent and clear. Onboarding is often overlooked but should form part of your process. When you return and measure your candidate experience feedback, you must be accountable and take point on any issues raised. Ensure that your recruitment process is fair as candidates want to understand how their skillset fits your role even if they do not end up being a successful applicant.

The Bottom Line

Companies who are prepared to focus on creating a positive candidate experience will, in the long run, be the companies that attract top talent. Any job advert will attract applicants, but if you want to ensure that you are bringing in the best people for the job, and not just the best of the rest, then you do need to focus on your candidate experience from start to finish. Every single interaction an applicant has with your company during the recruitment process speaks volumes about who you are as an employer. As a start up business, we recommend really focusing on developing a strong candidate experience throughout, it will literally super charge your talent attraction and reputation in the candidate market.

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