Data about job applicants suggests they’re growing dissatisfied with the hiring process. Many candidates express disappointment with communication (ghosting), delays, complicated background checks, vague job descriptions, and complex application processes.

Your company’s public image is always on the line, even during hiring. Top-level candidates may not engage in your hiring process if they feel they won’t be treated with respect. Reputation management includes creating a positive job candidate experience.

Below, we look at nine essential practices to improve candidate experience and attract top-level talent in your industry.

Table of Contents

1. What Is Candidate Experience?

2. 4 Things That Impact Candidate Experience

3. Why Candidate Experience Matters

4. 9 Ways to Improve Candidate Experience

5. How Reliable Background Check Services Help Your Hiring Process

What Is Candidate Experience?

Candidate experience is the overall impression a job applicant gets about a company's hiring practices and interactions. It’s how a candidate feels about how you treated them at every touchpoint.

Candidates who don’t get the job should still be able to speak favorably about your company. This will help maintain your reputation as a company that values people and their time.

View your hiring practices through a job seeker’s eyes:

• • How will applicants feel after applying for your job, whether they get hired or not?

  • What experiences will they share with others?

  • Are you meeting or exceeding industry hiring standards?

  • Are your hiring practices and screening fair and ethical?

4 Things That Impact Candidate Experience

Here are four touchpoints where the candidate will come away with either a positive or negative view of your company.

Application Process

A streamlined application process leads to higher completion rates from qualified candidates. If applicants feel that each step is moving them forward, they’re more likely to complete the application and provide all the requested documents.

Let’s say your company simplifies hiring by implementing a one-click apply feature using LinkedIn profiles. This could reduce the application time from 30 minutes to under 5 minutes, and you’d see an increase in completed applications.

Interview Techniques

Job candidates get more from structured interviews. They want to know who your company is, what you do, and what their role could be in your organization. Providing vague or confusing descriptions or asking random questions makes the interviewee feel like you’re wasting their time.

To help with this, you could email an agenda for the meeting. This would make them feel prepared and empowered.

Length of Hiring Process

If you’re hiring for several positions or sifting through hundreds of applications, hiring may take a long time. The same goes for if you’re doing manual background checks. Whenever possible, create a strategy that expedites the hiring process.

You could get results faster if you implement a background screening company to conduct initial background checks and drug testing. As a result, your typical hiring timeline would be reduced, and you could keep more candidates engaged.

Level of Communication & Transparency

Two things are highly frustrating for applicants: not knowing what to expect and not hearing from you frequently enough. Communication and transparency go a long way in fostering positive relationships with candidates, even if they don’t get the job.

Let’s say you start creating clear job postings, providing a timeline for interviews, sending updates, and offering constructive feedback. All applicants would feel respected and comment positively about your organization to others.

Why Candidate Experience Matters

Candidate experience can affect not only your reputation but also your hiring efficiency. Here are some ways that good candidate experiences also result in better hiring.

Faster Time-to-Hire

Moving candidates quickly through the hiring pro gives you faster responses to interview invitations and follow-up communications. Candidates are more likely to prioritize your job opening over others because they don’t have to wait.

Example: You use an accessible application portal to create clear, timely updates throughout the hiring process. Candidates respond quickly, and your time-to-hire is reduced from 45 to 30 days.

Lower Withdrawal Rates

Applicants are more likely to trust you if they feel they’re succeeding after each step. Clients withdraw from the application process due to zero feedback, no updates, complex applications, or hiring delays. A positive experience reduces withdrawal rates and improves engagement.

Example: You develop clear job descriptions, faster timelines, and frequent updates. Your applicant tracking system sends automated notifications. Over three months, your candidate withdrawal rate decreases from 35% to 10%.

Reduced Hiring Costs

A positive candidate experience helps you hire candidates faster, which reduces costs and helps you stay on budget. You can spend less on advertising, temporary staffing, and third-party recruiting agencies.

Example: With a new user-friendly application process, you can provide timely feedback to candidates. Your offer acceptance rates improve, and you fill positions faster, saving on temporary staffing costs. Your cost-per-hire decreases by 30%.

Maintain Reputation

Job candidates are sometimes more disappointed with their experience than they are with not getting the job. Conversely, satisfied candidates share positive reviews online and with their networks. Word-of-mouth marketing attracts more qualified applicants who apply to your company based on your reputation.

Example: You improve communication by providing personalized or automated feedback to all candidates within 48 hours. Candidates feel respected and appreciated and share positive reviews about your company on social media sites or job platforms like Glass Door.

9 Ways to Improve Candidate Experience

You’ve learned the importance of candidate experience, but how can you improve it? Here are nine ways to make a positive impression for all candidates and applicants.

1. Have a Consistent Hiring Process

A consistent hiring process lays a foundation for fair and objective candidate evaluations. Standardized interview questions reduce bias and simplify decision-making. This consistent process streamlines hiring and lets the candidates know what to expect if they apply for different positions.

Example: You develop a structured interview guide with standard questions and score responses using a 5-point rating scale. Candidates trust your hiring practices, and you get a stronger and more diverse workforce.

2. Know Who Is Responsible for Which Hiring Tasks

Assigning hiring tasks to specific team members streamlines communication and expedites the recruitment process. Each team member brings their expertise to the table so that each candidate gets focused attention during interviews. There’s less confusion and anxiety because candidates know what to expect.

Example: The HR manager handles initial candidate screenings and scheduling interviews. The hiring manager conducts in-depth interviews and assesses technical skills. At each step, each interviewer can answer the applicant’s questions about the interview process, increasing the applicant’s confidence in your company.

3. Write Accurate, Detailed Job Descriptions

Accurate, detailed job descriptions set clear expectations for applicants from the start. They help job seekers understand the role and decide whether it's a good fit. Detailed descriptions also show that your company values transparency and respects potential employees.

Example: Your product design manager role description says they will be leading a team of five designers and using tools such as Figma. Candidates then feel prepared to answer questions about leading teams and using Figma, and those who don’t have this experience can self-select out.

4. Use Fair Hiring Practices

Use unbiased language in your job listings to show respect for each person's unique background and skills. Standardize your evaluation methods so every applicant gets the same questions. To the candidates, your commitment to fair hiring practices creates more trust. For you, it reduces the risk of lawsuits or discrimination claims.

Example: Your company removes names and personal information from applications before review. By doing this, you eliminate unconscious bias and focus solely on qualifications and experience. Over time, your company becomes a leader in diversity and improves overall performance.

5. Avoid Overly Complicating Your Job Application Process

Job seekers are more likely to complete the application process if it’s short. Instructions should be clear and concise. They should follow a logical progression that makes the applicant feel like they’re moving forward.

Example: You provide a one-page online application form. Applicants upload their resumes directly without needing to fill out repetitive fields, then receive a confirmation email outlining the next steps. They feel like you respect their time.

6. Plan Interviews Ahead of Time

Applicants are more likely to have a successful interview if they have time to prepare. They can review pre-interview documents, research your company, and mentally gear up for the big day. They feel less rushed and anxious, which sets the tone for more relaxed, meaningful conversations.

Example: You email the applicant an invitation one week before the interview. The email includes a brief overview of the interview format and key topics to be discussed. As a result, you can tell which candidates reviewed the materials to prepare.

7. Use Software to Automate the Process

Software streamlines and automates many of the tasks you would normally perform manually. You can use tools to send messages, submit updates, conduct employee background screening, and schedule interviews.

Example: You use an applicant tracking system (ATS) to post job openings. When you receive applications, the ATS automatically responds to candidates, letting them know the next step. It also uses resume screening to analyze and rank candidates, speeding up your hiring process.

8. Be Communicative

Clear and frequent communication builds trust and rapport between applicants and your hiring team. Provide timely updates about application status. Give the next steps in the process to help applicants feel informed. Allow candidates to ask questions and express concerns.

Example: After applying, candidates receive an automated email confirmation. You send weekly updates regarding the status of their application and assign a team member to follow up on inquiries. As a result, all candidates feel respected and return that respect to you.

9. Find Ways to Shorten the Hiring Process

Removing unnecessary steps helps candidates move through each step faster and creates less work for your hiring team. You’re more likely to hire top talent faster without the hassle of a complicated process.

Example: You schedule a one-day interview event and invite multiple candidates to meet with team members. Instead of scheduling separate interviews over several weeks, candidates participate in interviews and skill assessments throughout the day. They feel like you’ve respected their time.

How Reliable Background Check Services Help Your Hiring Process

Cisive's background check services offer seamless ATS integration and a user-friendly applicant portal to provide a positive candidate experience. Our accuracy rate, efficient identity verification, and rapid turnaround times ensure a smooth process for hiring applicants faster.

Here are some of the features our background check services use to improve a poor candidate experience:

• • Candidates can quickly and easily send information and documents through a mobile-friendly interface.

  • Applicants receive automated reminders to complete required forms so they can feel confident they’ve submitted the right information.

  • Users will go through a transparent process with clear status updates.

  • Candidates receive multilingual support, so people of various backgrounds will feel seen and respected.

  • The system offers secure data handling to protect personal information.

Cisive can help with more than hiring. You’ll have the opportunity to continuously monitoring of your employees’ backgrounds so you can be alerted to issues as early as possible. There are also tools to help with compliance.

Cisive Is Your Partner in Providing a Positive Candidate Experience

When you improve candidate experience, you engage job seekers in a more meaningful way. Cisive’s background screening services help you speed up the process so you can hire applicants faster and take some of the hassle out of the hiring process. Fill out our online form to speak with a Cisive expert and learn more.