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.

Read full article here