Why does the candidate experience matter?

We take pride in our company. We live our values daily, earn respect from stakeholders, and boast a strong reputation for excellence. Posting jobs might even feel like doing the world a favour. So, why is it so important to make candidates feel special? After all, isn’t working for us a privilege? We offer future development, competitive salaries and perks, a sense of belonging, and the chance to be part of something extraordinary.

Besides, hiring is our process to control. We screen candidates, not the other way around. We’re busy. They’ll wait if they truly want to join us. Just look at the volume of applications – we’ll find someone. One candidate can easily replace the other… right?

These thoughts might feel valid, but they’re self-limiting beliefs that can trip us up and lead to poor hiring decisions, leaving us high and dry when we need to hire the most.

The Labour Market is a Marketplace

The labour market, like any other market, is driven by supply and demand. But here’s the twist: the dynamics have shifted. You’re no longer just visible through a newspaper posting or job board. Today’s candidates are more informed, more selective, and more aware of their options.

Competition is fierce. Companies are getting creative, crafting compelling narratives, and treating candidates like the valuable stakeholders they are. Why? Because talent is the fuel that drives innovation, growth, and success - and we need it now more than ever, even with the rise of technology, AI, and automation.

Why Candidate Experience is Non-Negotiable

The way we treat candidates during the hiring process sends a clear signal about how they’ll be treated as employees. A poor experience can tarnish our reputation, diminish interest in our company, and lose us the best talent to competitors.

On the other hand, a thoughtful, respectful, and engaging candidate experience builds trust, attracts top talent, and reinforces our brand’s values. And here’s the reality: just like the restaurant next door or an Uber driver, employers get rated too. Candidates who feel disrespected will share their experiences on platforms like Glassdoor.

So, what does this mean? Be prepared, be polite, and communicate clearly.

Be prepared – Don’t show up to the interview at the last minute without knowing anything about the candidate. Take a few minutes to review their CV, ensure the room is tidy if you’re meeting in person, and have a drink ready to offer – it’s the small gestures that make a difference.

If you’re meeting virtually, avoid interruptions or distractions. It’s frustrating for candidates to sense you’re reading a text message or email while they’re speaking (and YES, they can always tell...).

Be polite – Let’s make our parents and guardians proud. Show respect, even in difficult conversations. Courtesy and kindness never go out of style.

Communicate clearly – Whether it’s hesitation, budget constraints, or needing more time, if the hiring process isn’t moving forward as hoped, explain it. People can understand far more than you think when treated with honesty and respect.

As a recruiter, I’ve never been thanked more than when I’ve gently informed candidates that they didn’t make it to the next stage.

Making It Sound (and Feel) More Human

At its core, hiring is about acknowledging that every candidate is a person with hopes, skills, and a story. A candidate experience that feels human reflects a company that values people, not just resumes and skills.

Yes, you’re paying them for their contributions, but let’s be honest – once they’re trained, competent, and invested in your company, you need them more than they need you. While no one is truly irreplaceable, the cost to re-hire and retrain someone is enormous.

The better path? Retain your best employees for as long as possible. And when they eventually leave, knowing you’ve done everything you could to nurture and support them, you can be proud of having incubated talent.

So, the next time we think about rushing through interviews, making candidates wait for feedback, or treating them as interchangeable, let’s pause and remember: the candidate experience matters because people matter.

Are we ready to compete not just on what we offer but on how we make candidates feel?