The recruitment landscape has been on quite a rollercoaster ride lately. With economic challenges, skill shortages and evolving workforce expectations, the way organisations find and retain talent has changed a lot. Yet, one thing remains constant: the importance of candidate experience. Even if employers think they have the upper hand in the hiring game, a poor candidate experience can still mean missing out on the best talent.
In this blog, we'll explore the myths and what you can do to ensure you don't fall down the
The hiring market is indeed challenging. Data from February 2025 shows UK job postings are 14% below their pre-pandemic baseline, showing a quieter demand for hiring. Additonally, with the recent news that the UK economy shrank by 0.1% in January 2025, instead of growing as expected, it highlights some broader economic uncertainties. As a result, many employers are taking a more cautious approach, with some scaling back or even pausing their hiring plans altogether.
That's created beliefs amongst some employers that job shortages or a tough hiring market mean candidates will put up with a subpar recruitment process and experience - but this is a dangerous assumption. Our 2025 Candidate Insights Report surveyed 7,000 candidates, revealing that candidate expectations still remain high, regardless of market conditions. Job seekers are still selective on what they choose to apply to: 89% prioritise career progression and 21% being influenced by an organisation’s reputation before applying.
Application drop-off rates are high – Our report found that for applications that take under 5 minutes to complete, the average number of applications per vacancy was 67. That's compared to an average of 31 applications per vacancy when it takes 60 minutes or more to complete. If your application forms are lengthy, complicated or not mobile-friendly, you’re losing applicants before they even get through to step one.
Declining offer acceptance rates – Candidates frequently receive multiple offers, and if your onboarding process is slow, clunky or impersonal, they’ll accept a competitor’s offer instead. Data from 2024, showed that poor experiences led 26% of candidates to decline offers - a critical moment in the hiring journey.
Negative employer brand perception – Employer review platforms like Glassdoor heavily influence candidate decisions. 39% of candidates in our survey said the content in the job advert played a key role in their decision to apply, proving that clear, engaging job postings matter more than ever.
Candidates ghosting interviews or withdrawing applications – If candidates are disengaging partway through the process, it’s likely due to a lack of communication or a negative perception of your company.
A great candidate experience helps with hiring but it also impacts employer brand, retaining talent and business performance. Here’s why taking the time to invest in candidate experience is still crucial:
Although the market has changed, expectations haven’t. 72% of applications are now made via mobile devices, meaning a mobile responsive, intuitive and streamlined application and process is essential. Lengthy applications or having to use the dreaded "pinch and zoom" just to complete an application just won't do and will push candidates towards organisations with a more accessible process.
Having a solid employer reputation can really boost your hiring game. Our latest report shows that 21% of candidates consider Glassdoor ratings a key factor when deciding to apply. Being open, communicating clearly and sharing employee stories can really help build trust with potential candidates.
While a good salary is still important, many candidates put work-life balance at the top of their wish list. Our report shows that 78% of candidates would pick a job with a much better work-life balance over one with a higher salary. By showcasing flexible working options, career growth opportunities and a welcoming company culture, you can really stand out and attract top talent.
Simplify applications – A quick, mobile-friendly application process is a must. Auto-fill options, LinkedIn integration and AI-driven screening tools can speed things up without sacrificing quality.
Improve interview efficiency – Too many interview stages or taking too long to make decisions can frustrate candidates. Simplify your interview process and make sure hiring managers are aligned on quick, effective decision-making.
Highlight your company culture and values – Candidates are drawn to organisations that align with their personal values. Showcasing your commitment to ED&I (Equity, Diversity and Inclusion) and sustainability can be a key differentiator.
Make the onboarding process seamless – Candidate experience doesn’t stop at the offer stage. A structured, engaging onboarding and compliance experience ensures new hires feel valued and are more likely to stay long-term.
Even in a challenging hiring market, candidate experience remains a non-negotiable. Ignoring it risks losing high-quality candidates to competitors who understand its importance. By focusing on speed, communication, and employer branding, organisations can ensure they attract and retain the best talent—no matter the market conditions.
Is your candidate experience working for or against you? Now is the time to audit your process and make the necessary improvements. Your future hires - and your bottom line - depend on it.