The key to successful hiring:

Why candidate experience matters in Talent Acquisition

Imagine this: Maria, an experienced accountant, is eager about a potential job opportunity with a reputable company. She starts the interview process with high hopes, but soon encounters slow communication, rushed interviewers, and vague feedback. Her initial excitement turns to frustration, leaving her with a negative impression that she shares with her network.

Maria’s experience is not unique. A study by PwC’s Global Network reveals that nearly half of candidates would decline a job offer after a poor experience, and many would advise others not to apply. In today’s competitive job market, candidate experience is crucial; it impacts not only the hiring process but also a company’s reputation and future success.

Let’s take a look at why candidate experience is so important and share tips for companies and candidates to make the hiring process better for everyone involved.

The power of first impressions

Every step of the hiring process is a chance to create a positive impression. Companies that communicate clearly, value candidates’ time, and personalise the experience are often seen as trustworthy and considerate. This initial impression can significantly shape a candidate's perception of the company, regardless of the final outcome.

PwC’s study found that almost 70% of candidates who have a negative experience will discourage others from applying. This can have a big impact, especially as professional networks grow online. Candidates can also make a good first impression by being professional and expressing genuine interest throughout the process.

Efficiency keeps candidates engaged

Top candidates often explore multiple job offers, so a slow or confusing hiring process can lead to disengagement. According to PwC’s study, about 60% of candidates drop out of hiring processes because of poor communication or delays. This shows that a smooth and clear process is essential to keeping candidates interested. For organisations, this means having a structured process, setting and meeting timelines,and providing regular updates. This approach not only keeps candidates engaged but can also help fill roles faster.

Candidates also play a part in this. By responding promptly, being clear about availability, and staying engaged, candidates show they are professional and serious about the opportunity. This makes the process smoother for everyone involved.

Building trust through a strong employer brand

A company’s employer brand is about more than perks and culture; it’s built on every candidate and employee interaction. Studies show that negative candidate experiences spread twice as fast as positive ones. Each hiring experience influences how a company is perceived as an employer.

When organisations respect candidates, communicate transparently, and provide feedback, they build trust and create a positive image. Even if Maria didn’t get the job, a respectful hiring process might still lead her to share a good experience with her network. Ultimately, companies that treat candidates well, create advocates who speak positively of them, even without receiving an offer.

Personal connection makes a big impact

With today’s automated tools, adding that personal touch has never been more important. Candidates want to feel seen and valued, not just evaluated. In doing so, they are much more likely to accept a job offer when they feel a personal connection with the company. We can build this connection by personalising their interactions, showing genuine interest in candidates, and sharing insights into company culture. Even small gestures, like a personalised email or thoughtful interview questions, help create a sense of connection.

Candidates can also create a more genuine connection by being open about what motivates them and aligning their responses with the company’s mission and values. This helps both sides assess whether there’s a mutual fit.

Tips for candidates: How to contribute to a positive hiring process

While a lot of the candidate experience depends on the company, candidates can also help make the process positive. Here are some tips for contributing to a better experience:

Prepare thoughtfully and research

the company’s culture, mission, and recent initiatives. This shows respect for the opportunity and genuine interest.

Be responsive

to emails, keep your availability updated, and communicate clearly. Being organised and timely reflects professionalism.

Ask meaningful questions

and show curiosity about the team and role. This shows you’re genuinely interested and want to know if the role is a good fit for you.

Share your values, what drives you

and the principles you care about. This can help the hiring team see you as a well-rounded candidate.

In today’s job market, candidate experience is no longer just “nice to have”; it’s a critical part of a successful hiring process. Companies that prioritise respect, transparency, and engagement don’t just attract top talent, they build a reputation that people respect.

For candidates, approaching each step with professionalism and thoughtfulness can create positive impressions that lead to future opportunities. In the end, a great candidate experience benefits everyone, building reputations and relationships that last beyond the hiring decision.