A note from your current and future employees.

Are you part of the 25% hiring managers that request feedback from their candidates? Do you consider your rejected candidates as your clients or business partners of the future? Or is there room for improvement? The many insights we receive from professionals in our network made us conclude on the following 4 key take outs on the impact of the candidate experience in the hiring process.

The excitement, passion, and healthy dose of nervosity that accompanies the process of applying to your potential dream job, is likely a feeling that everyone is familiar with, in one way or another. At the same time, some of you will also recognize that being on the other side of the table poses certain challenges in itself. To make the recruitment process a positive experience for both sides of the table, we have underlined some recurring elements an organization should take into account.


  • It’s give and take. See the application procedure as a way of introducing yourself and the company to a potentially valuable asset, that could help your organization elevate to the next level. Every conversation should be a learning opportunity for both parties involved. Hence, don’t be a part of the 75% that do not request feedback from the candidates they have met.


  • Assumptions. Don’t let your own experiences cloud your judgment. If you want to know something about a candidate’s approach or previous experiences, just ask. Any prejudice that is non-related to your direct interaction with the professional, can result in you neglecting the true value and contribution they could pose to the company.


  • Expectation management. We have found that it often appears that time management in terms of the procedure towards a candidate is not respected (5 out of 10). Timely information regarding the next steps is an important determinant of how the candidate experiences the contact with a company they applied at. Additionally, being realistic and honest about the specifications of a position is key in ensuring long-term motivation and sustainable employment. In other words, do not make promises related to career steps, resources or the task in itself, that you cannot keep.


  • Long-term perspective. A candidate you reject today, might be a business partner or client in the future. 4 out of 10 dissatisfied candidates will never work with the particular company that rejected them poorly. Where 7 out of 10 candidates that feel respected would involve in future business collaborations, even though they were not hired.