The power of perception

In the ever-evolving landscape of talent acquisition, one thing remains constant: the importance of candidate experience. In 2024, where the job market is highly competitive and candidates are more discerning than ever, creating exceptional experiences from the first touchpoint are tables stakes for companies serious about attracting top talent. 

With the continuous simplification of the application process (such as the ‘one click apply’ button), the overall market trend has shown candidates applying to a significantly higher volume of jobs, and recruiters asking for less information upfront.  

As a result, candidates are spending much less time interacting with brands during the research phase of their job search, and it’s much more difficult for employers to differentiate themselves early in the candidate journey. In other words, the ‘value exchange’ between the candidate and the employer comes much later down the line, which can prove problematic for brands needing to stand out from the crowd and differentiate themselves from their competitors. 

But why is candidate experience so important in 2024? Here are a few reasons why this needs to be a major consideration for employers: 

• 58% of candidates are more likely to accept a job offer if they had a positive candidate experience

• 72% of candidates who have had a poor recruiting experience have shared it online or with someone

• 82% of candidates say that a negative interview experience can change their perception of a company

• 78% of candidates say that the overall candidate experience they receive indicates how a company values its people. 

Therefore, creating a best-in-class experience from the start is one surefire way to surprise and delight candidates and create engagement from the first interaction, and build excitement from the start.

As the saying goes: your brand is what people say about you when you’re not in the room, and this rings especially true in the realm of candidate experience. Creating an experience that surprises and delights candidates not only sets a positive tone but also fosters engagement at an early stage of the recruitment process. As a minimum, employers must be ensuring: 

Clear communication 

Keep candidates informed about their status in the process and provide timely updates – this is equally important for candidates being rejected. Set expectations of when candidates can hear back, what the process looks like, and ensure the communications reflect your brand identity.

Personalisation 

Tailor interactions to each candidate, acknowledging their skills and experiences, and use branded interactions (such as templates and content portals) to reinforce your employer brand.  

Engaging interviews 

Design interviews that are not just assessments but also opportunities for candidates to learn about the company, and ensure there is plenty of content and information available to interviewing candidates. 

Feedback 

Gather regular feedback from candidates and new hires to continuously improve the recruitment process. New joiners are a great source of information on where the recuritment process can be improved and refined.

Transparency 

Be transparent about the company culture, values, and expectations from the start, through immersive content, being honest about the culture and providing a rounded insight into what a career entails. Your company won’t be right for everyone, so make it clear who you’re trying to attract, and allow potential candidates to self-select themselves out of the process. This leads to a better candidate experience and reduced workload for recruiters.

The candidate experience is not just a box to check off; it's a strategic lever that can propel a company ahead in the talent acquisition game. By focusing on creating a positive, engaging, and transparent experience for candidates, companies can attract top talent, enhance their employer brand, and ultimately, gain a competitive edge in the market. 

In the digital age where candidates have a voice and share their experiences widely, treating candidates with the same care as customers is not just good practice – it's essential for building a strong talent pipeline and a positive reputation.

So, let's remember: the candidate experience is not an afterthought but a key differentiator in the quest for top talent.