Now is the Time to Improve Candidate Experience

From job board posting to final offer letter — is your company providing a great hiring experience?


Let’s talk economics for a moment. The national unemployment rate dropped to 3.6 percent last month, the lowest in nearly 50 years. FIFTY YEARS. And although this is a great indicator of a strong economy, it also signals major challenges for companies looking to hire top talent.

When there are more jobs than candidates, the experience those job seekers have with your company before, during and after they apply is extremely critical. This is where candidate experience comes in.

Candidate experience is just what it sounds like: the experience a candidate has while interacting with your company throughout the hiring process. And with competition for candidates at all-time highs, it can mean the difference between the right talent accepting an offer with your company, or the competition.

Evaluate your company’s candidate experience by asking yourself four quick questions:


1)    What’s your application process like?

The job application is typically the first impression a job seeker will have with your company, and if not done right, can drive great talent away. The first thing to evaluate is whether the job descriptions you are providing applicants are straightforward and accurate. Make sure these are a clear and concise explanation of the position and responsibilities, and include compensation details like salary and benefits. Candidates won’t waste time applying for a job if they don’t understand the basics of what you’re offering. 

In addition to clear job descriptions, consider whether the application is too lengthy or complex. Don’t make it so difficult and time-consuming to apply for a position with your company that candidates get frustrated, lost or confused. Aim for an application that is simple yet sufficient.


2)    How long does it take?

A critical component of any company’s candidate experience is time to fill. We all know hiring can be time-consuming, but if it takes too long to hire a talented candidate, it’s possible that they will accept another offer while they are waiting around for you. An efficient hiring process should reduce time to fill, as well as eliminate barriers that unnecessarily extend the process and waste money.


3)    Are interviews a positive experience?

When you narrow down top candidates and they visit your business for an interview, do you make it a comfortable and encouraging experience for them? Do they get a chance to tour your site, meet team members and experience your company culture? The interview usually has the biggest impact when it comes to influencing a candidate’s perception of your company and whether they decide to accept an offer from you.


4)    How do you share the final decision?

Once you and your team have decided to extend an offer to a candidate, what is your process for communicating the offer? Conversely, how do you let candidates know that they did not receive the job? Your methods and communication can have considerable effect on the candidate experience, and need to be thoughtful, personal and timely.


These questions don’t cover the entire candidate experience; however, they are a great start when it comes to taking a deeper look at how job seekers perceive your company. Want to learn more? Stackrock Talent is ready to help you optimize your talent strategy to attract, engage, and hire the right talent for your company. Contact us at (208) 412-6781 or email



Cammas Freeman, SPHR, SHRM-SCP is a talent strategy leader and founder of Stackrock Talent.  She has over 15 years combined experience in recruiting, human resources, technology and marketing.  She helps companies — big or small — develop digital talent attraction strategies that target the right talent, more efficiently and cost effectively.