4 signs of a bad candidate experience

1 - The application form is too long
2 - A lack of communication
3 - A lack of transparency in the whole recruitment journey
4 - You don't take feedback from candidates

Getting the candidate experience correct is an important part in building a positive brand reputation and ensuring the desired candidates apply. This ‘experience’ starts from the moment the candidate finds the job advert or hears about your organisation as a potential place of work. It includes the application, interview, and onboarding process, so it is important to put yourself through the candidate journey from start to finish.  

CareerArc conducted a candidate survey and found that 60% of candidates had experienced a negative candidate experience. Of these candidates, 72% went on to publicly talk about their negative experience on a social media review site such as Glassdoor or discussed it with a colleague. This really highlights how crucial it is to get the candidate experience spot on and help build a positive brand image.

The application form is too long

The application itself must be easy to use and not be the first issue candidates face. This is the start of the candidate experience and if this isn’t being executed correctly, the drop off will be noticeable and damaging. You want to set the right tone as soon as possible. 

A signal of a poor application process could be a low number of applications coming through to your recruitment teams. You can use tools such as Google Analytics to track drop off and bounce rates to see where candidates are abandoning the application. Your application may be too clunky or too long, these can be fixed with the right ATS and shortening wherever possible. Do you really need to ask for all employment and references history if the candidate already uploads a CV including this information? CareerBuilder has reported that candidates who have a bad application process, are less likely to buy from that business in the future, so the negative impact is far-reaching on all aspects of your organisation. 

A lack of communication for successful (and unsuccessful!) candidates

Consistent and honest communication throughout the whole application process helps build a relationship with your candidates. The reality is that a job is usually only offered to one candidate, that doesn’t mean the other potential candidates should be cast away or treated any differently. Not only is it the respectful thing to do, but it will ensure your brand and image will be upheld should a future position open, a previously unsuccessful candidate will be enthused to apply again.

Bad communication comes in the form of not updating your candidates on whether their application has been received, whether it’s been progressed or rejected and responding to any queries candidates may have. Applying for jobs is a nerve inducing process for most candidates, so an assuring confirmation can go a long way in putting these nerves at ease.

This also includes how you communicate with a candidate when it comes to interview. Remember, you’re not the only one trying to work out what the person sat across you is like, the candidate will also be making their own judgements to determine if you would be a good fit.  

In 2015, a LinkedIn report found that 83% of candidates said a negative interview experience can change their mind about a role or company they liked. They also found that 87% of candidates say a positive interview experience can change their mind about a role or company they once doubted.

A lack of transparency in the whole recruitment journey

As we touched on in communication, the trust you build with candidates is important in maintaining a positive reputation and brand. In the US, an increasing number of states have passed legalisation that requires organisations to post salary ranges in job adverts. Including realistic salary figures is a simple but effective way of you being upfront with your candidates. It also goes some way in filtering out candidates that may reject too low offers, wasting both your time and theirs while also leading to higher times to hire.