The good candidate experience: the secret ingredient for business success

The candidate experience is an element of the recruitment process that is increasingly talked about. But what do we mean by a good experience, how do we provide it and why is it important not only from an employer brand point of view but also for the business results of any company, we invited Desislava Vasileva, Head of Marketing and Communication from our team to share.  

What at its core is the candidate's experience?

Desislava: The candidate experience encompasses the way job seekers perceive and react to the hiring process in an organization - from the initial search, through the application and interview process, to sending, accepting, or rejecting the offer received, to completing the onboarding period in the company. This covers every point of contact with the company, including interaction with the recruitment software, communication with recruiters, and transparency of the application process.  

How a candidate feels about the overall process significantly impacts the employer brand, but it also influences the percentage of offers accepted, and the long-term engagement of new team members, and forms the first impression of what kind of work model and morale that can be expected in an organization.  

We opened up the topic of the benefits that a good candidate experience brings to a business - what can be highlighted as the top three?

Desislava: Definitely the increased acceptance rate is one of the biggest pluses that businesses report with an optimised candidate experience. This is especially important in industries facing talent shortages where candidates may have multiple offers at the same time. A higher offer acceptance rate also reduces the need for repeat recruitment efforts and costs for the same position.

Improving the candidate experience can also reduce recruitment costs in the long run. A smoother and faster process helps fill positions faster. This, in turn, reduces costs associated with prolonged vacancies, such as lost productivity and increased workload for other people on the team.  

Candidates who engage with the company through a well-designed attraction and selection process feel more connected and engaged with the organization if they are hired. This early engagement is critical to creating the conditions for long-term retention and team satisfaction.  

What are the best practices that can be implemented to improve the candidate experience?

Desislava: First and foremost, the application process should be as easy as possible - that is, simple, clear and concise. Too many complicated steps can turn off potential applicants right from the start.

Once we have gained the candidate's trust and they have submitted their application, it is crucial to focus on effective communication - regular updates on the status of the application and timely and quality feedback after interviews are essential. This way candidates feel informed and cared for, regardless of the outcome.  

Part of effective communication includes providing candidates with opportunities to give feedback. So as well as being able to get valuable process improvement ideas, we also show that the company is focused on upgrading and developing its ways of operating.  

And in our digital reality, using technology can improve efficiency and create a smoother experience for candidates. For example, automated systems for scheduling interviews and artificial intelligence for initial screening of certain skills, such as language skills, for example, can help manage candidates' time more effectively and offer more flexibility.  

Implementing these and other best practices not only positively impacts employer brand, but also improves HR metrics such as Time-to-Hire and cost-per-hire. Organizations that prioritize a good candidate experience are positioning themselves as employers of choice in a competitive talent market, attracting the best candidates who, in turn, are the magic ingredient for any business's success.