Don’t Leave Your Candidate in the Dark: The Secrets to a Seamless Candidate Experience

Regular follow-ups are the cornerstone of the candidate experience. A candidate’s main goal is to secure the job, but they also want to stay informed about the progress and developments related to their application.

Moreover, the candidate experience is critical for the company you represent, but it’s equally important for your reputation as a recruiter.

Providing feedback throughout the process is essential to keep your candidate engaged—both in the sometimes lengthy recruitment process and in maintaining the good reputation of the employer brand.

We asked our experts to share their tips and must-haves for a seamless candidate experience:

Communication

It’s important to keep the candidate informed of the status of their application throughout the process while preparing them for the next steps.

Of course, you don’t want to call the candidate every hour, but too much time between communications isn’t ideal either. Strike the right balance. Regular follow-ups, without being overwhelming, show that you value their time and effort. Some candidates may appreciate small talk related to the upcoming holiday season, the weather, or the news, while others prefer conversations that go straight to the point. Adaptability is key and can help you build a good relationship.

Transparency

Be transparent about the entire recruitment process. Explain the steps, give realistic timelines, and avoid keeping your actions a mystery. If a decision is taking longer than expected, say so. Let the candidate know when they can expect a response or when a decision will be made.

A well-prepared candidate is also more likely to feel engaged. Share the topics and format of the interviews in advance. When the interview time comes, be available to answer any questions.

Personalization

This word remains a mantra in recruitment. Show interest in their career goals and connect back to the first phone conversation you had about their motivations for changing jobs. Review your notes—many things discussed during the first call can be used to “close” a candidate.

Establish the preferred communication channel: some prefer a phone call, while others lean toward emails or texts. Find what works best to keep them close and engaged.

Trust

It’s important to maintain the relationship with your candidate between each interview. Share articles about the company or additional information to pique their interest in the position or organization.

Staying in closer contact toward the end of the process, especially during the reference and offer stage, can also be very beneficial to keep your candidate active and interested.

Don’t hesitate to address their concerns and ensure you answer their questions.

Planning

After each conversation with a candidate, already plan your next point of contact. Update your notes and write down the topics you want to cover. After an interview, don’t wait more than a day or two to follow up.

Talk about company culture. Show the candidate how they will fit into the team. You can also plan a team meeting with your client. Show them that their future colleagues are enthusiastic and eager to meet them.

Non-selected Candidates

It’s human nature to seek closure when starting something. Feedback should be provided to every candidate who entered the hiring process, even if they weren’t invited for an interview.

If your candidate had a phone call or interview, once again, personalizing your message is of great importance. Don’t hesitate to explain why they weren’t selected.

The talent market is becoming more challenging. People are being heavily solicited, and you should not overlook your follow-up efforts to keep your candidate warm.