Experiência do candidato
Human Resources

Candidate experience: What it is and how to optimize it

4 de June, 2024

According to ManPowerGroup’s “Talent Shortage Portugal 2024” study, 81% of Portuguese companies admit to having difficulty or a lot of difficulty in filling open opportunities. Of the 41 countries analyzed, Portugal is the fifth with the greatest shortage of talent.

In this context, providing a good experience for candidates who show interest in your company’s vacancies is more important than ever.

But what does a good candidate experience mean in practice? Why is it important and what can you do to improve it?

What is the candidate’s experience?

The candidate experience refers to all the interactions established between an organization and a professional from the moment they apply for a position until they join the company – or not.

This process is typically marked by several phases, which can contribute to the candidate forming a positive or negative opinion of the company. The “Candidate Experience Report 2024” reveals that 52% of the candidates surveyed have already turned down a job offer due to a negative experience during the recruitment process.

For this reason, a good candidate experience can not only help to improve employer branding but also ensure a competitive advantage for the organization on the job market and in its sector of activity.

Why is the candidate’s experience important?

As we can see, the candidate’s experience has a direct bearing on the company’s ability to hire the human capital it needs. If candidates have good experience during the recruitment process, they are more likely to accept any offer. As a result, the company will find it easier to hire the profiles of workers that suit its needs, which has an impact on the efficiency and growth of the business.

At the same time, the fact that candidates have a positive experience in their first interactions with the company can also help them to share this opinion with others and become ambassadors for the organization. In other words, the company can make significant gains in terms of notoriety and reputation.

How to optimize the candidate experience?

1 – Share ads with clear descriptions

Make sure that the descriptions of the advertisements for open opportunities in your company are simple and to the point:

  • Focus on the main responsibilities of the position (list the necessary characteristics and avoid those that are only desirable, so that the ad doesn’t get too long);
  • Avoid jargon like “we’re looking for a passionate team player”;
  • Make sure the ad is easy to read (opt for lists rather than long text);
  • Be transparent about the working model (face-to-face, remote or hybrid) and the company’s benefits policy.

2 – Make sure it’s easy for people to apply for vacancies

Some application processes tend to be long and complex, which can lead candidates to give up:

  • Make sure people know exactly where they can apply;
  • Be clear about what documentation and information candidates need to submit and where, in order to avoid surprises;
  • If possible, don’t force candidates to create an account or enter a password (this can be an additional obstacle);
  • Offer the possibility of submitting applications directly on LinkedIn.

3 – Communicate regularly with candidates

Maintaining regular and consistent communication is one of the best practices for ensuring a good candidate experience:

  • Invite the successful candidates for an interview as soon as possible after they have applied to ensure that they remain interested in the position;
  • Share with candidates the next steps in the recruitment process, and the expected duration of each stage, so that they don’t feel lost;
  • Answer any doubts or questions the candidates may have during the process (this shows organizational skills, courtesy and respect for the company);
  • After each stage, quickly contact the candidates you have chosen to move forward in the process or the candidates you already want to hire;
  • For those who weren’t selected, send an email informing them that the company has moved on with another candidate, so that everyone knows that the process is over.

4 – Favor personalized interactions and communications

Job applicants are more than just numbers. Companies with a people first culture put all people at the heart of their strategy, i.e. employees but also candidates.

This means humanizing and personalizing interactions and communications with candidates involved in recruitment processes.

Use technology to address candidates in a more individualized way and, even for those who end up not filling the vacancies, thank them for their availability, give a reason why they weren’t selected and leave a more personal note (for example, some strength they demonstrated in recruitment). This approach will allow candidates to maintain a positive perception of your company, despite the rejection.

5 – Take advantage of technology

Digital technologies and artificial intelligence can be very valuable allies in improving the candidate experience.

Whether it’s to make the application process faster and more intuitive, to make it easier to schedule interviews, to give feedback to candidates or to personalize the whole experience throughout recruitment… The possibilities are many and at the same time make the whole process more efficient and productive for human resources managers.

6 – Provide a good interview experience

Make sure the candidates have all the information they need about what to expect at the interviews:

  • Who will be present at the interview and what is their role?
  • How long is the interview expected to take?
  • What format will the interview take (telephone, virtual or face-to-face)? If face-to-face, what are the guidelines for getting there easily?
  • What will be the structure of the interview? Does the candidate need to prepare anything?

At the end of the interviews, give candidates the opportunity to ask questions, reinforce what the next steps will be and anticipate when the company is expected to make a decision.

7 – Be transparent throughout the process

It is essential that candidates understand unambiguously how they are being assessed and what skills are being sought and prioritized. Explain to candidates why you need to ask certain questions or administer certain tests, for example.

The more transparent the process, the less the mismatch of expectations and the better the candidates’ experience.

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