When you think about hiring, what comes to mind? Probably sourcing, screening, interviews, and making the right offer. But here’s a question for you: how often do you think about the candidate experience?
If your answer is “not enough,” you’re not alone. Many organizations underestimate just how much candidate experience matters and what it can do for your bottom line. Spoiler alert: it’s a lot.
In a market where talent has choices, candidate experience can become your secret weapon. Let’s dive into why it matters, what candidates really want, and how you can turn a smooth, thoughtful process into a competitive advantage.
Why candidate experience matters more than ever
Think about the last time you applied for something—maybe a job, maybe a membership, maybe a new service. How you felt during that process likely shaped your opinion of that organization. Hiring is no different.
A positive experience can make candidates excited to join your team, even if they’re considering multiple offers. A negative one? It can send them running straight to your competitor. And it doesn’t just affect one candidate. People talk. They post reviews. They tell friends. In the age of Glassdoor and social media, a poor experience can damage your brand and make it harder to attract top talent.
Research backs this up. Studies show 66% of candidates say their experience influences whether they accept an offer, and 58% have declined a job due to a bad experience. That’s huge.
What do candidates really want?
Candidate expectations have shifted. It’s not just about salary anymore. It’s also about how they’re treated during the process. Here’s what stands out:
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Clear communication: No one likes being left in the dark. Candidates want timely updates and honest timelines.
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Respect for their time: Lengthy, repetitive processes are a turn-off. Make the experience efficient without cutting corners.
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Transparency: From role expectations to salary ranges, clarity builds trust.
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Personalization: People want to feel like more than a resume. Tailoring your approach (even slightly) makes a big impact.
And here’s the kicker: delivering on these isn’t just good manners—it’s good business.
Read More: Can AI help you build high performing teams?
How to make candidate experience your competitive advantage
So, how do you move from “we try our best” to “our process sets us apart”? Start with these strategies:
1. Streamline your process
Look at your current hiring steps. Are there redundancies? Are you asking candidates for information they’ve already provided? A simpler, more efficient process feels professional and respectful.
2. Communicate like a human
Automated emails have their place, but nothing beats a personalized touch. A quick note after an interview or a follow-up call can make a candidate feel valued. Even when the answer is “no,” a thoughtful rejection goes a long way.
3. Use tools that enhance the human touch
Assessments can be a fantastic part of the experience when they’re used well. They help candidates learn about themselves and understand where they fit in the role. McQuaig’s tools, for example, provide instant feedback that turns testing into an engaging, insightful experience instead of a box to check. Better yet, the Word Survey even comes with a shorter feedback report that's perfect to give to candidates who weren't successful. That way no one leaves your process empty handed.
4. Be transparent from the start
Set clear expectations about the role, timeline, and process. This builds trust and reduces frustration. Surprises belong at birthday parties, not in hiring.
5. Gather feedback and act on it
Ask candidates what worked and what didn’t. Use their feedback to keep improving. A company that listens stands out.
Read More: Is your hiring process broken? Here are 7 warning signs to watch for.
The ROI of great candidate experience
The ROI of a great candidate experience is undeniable. This isn’t just a “nice to have”—it delivers real business results. Companies that provide an exceptional hiring experience build a stronger employer brand, making it easier to attract top talent. In fact, 78% of job seekers say their overall experience during the hiring process is a strong indicator of how a company values and treats its people. Positive experiences also translate into better engagement and retention. After all, employees who feel respected and supported from day one are more likely to stay, reducing costly turnover.
On the flip side, candidates who have a negative experience report being 185% less likely to refer anyone in their networks in future. Think about that long term. If every candidate leaves the process unhappy with the company, eventually that translates into the quality of talent your brand attracts. In short, investing in candidate experience leads to higher offer acceptance rates, a stronger brand reputation, and long-term retention. It’s a true win-win for organizations and their future employees.
Final thoughts
Improving candidate experience doesn’t require an overhaul overnight. Start small. Maybe it’s automating timely updates. Maybe it’s building a feedback loop. Or maybe it’s adding an assessment tool that makes the process more engaging and data-driven.
At the end of the day, candidate experience is about treating people like people. When you do that, and do it well, you’re not just filling roles. You’re building relationships, boosting your brand, and gaining an edge in a competitive market.
So, ask yourself: what impression are you leaving? If the answer isn’t “one that excites and inspires,” now’s the time to make a change.