{"id":11198,"date":"2021-06-24T00:00:00","date_gmt":"2021-06-24T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11198"},"modified":"2026-06-19T03:32:42","modified_gmt":"2026-06-19T03:32:42","slug":"improving-candidate-experience","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/ca\/blog\/improving-candidate-experience\/","title":{"rendered":"Improving Candidate Experience Leads to Effective Talent Acquisition"},"content":{"rendered":"

Improving candidate experience leads to effective talent acquisition<\/strong><\/h2>\n

If there\u2019s one thing that COVID-19 brought to the fore, it\u2019s the candidate experience when searching for a new role. The pandemic created global uncertainty around the economy and its moving parts. Millions of people became candidates again. For some, it was the first time they\u2019d been job searching in decades! Grappling with neverending application processes quickly lost its appeal. Now, improving candidate experience is key to attracting high-quality candidates to a vacancy.\u00a0<\/span><\/p>\n

As a candidate, it\u2019s challenging to articulate your worth to a potential employer over and over again. What can you as the potential employer say about the support you offer candidates when they\u2019re applying for your vacancies? Going forward, the efficiency and effectiveness of your recruitment process are going to hinge on not just what you offer the candidate, but how you offer it to them. Improving candidate experience should be an integral part of your post-COVID talent acquisition efforts.\u00a0<\/span><\/p>\n

A bad candidate experience is a bad brand experience\u00a0<\/strong><\/h2>\n

The response most people get to their earnest job application is akin to a field full of crickets. Not much. And the second most common response is an impersonal notification from the job board that the candidate\u2019s application is unlikely to progress.\u00a0<\/span><\/p>\n

The latter is closure, at least, but the candidate isn\u2019t able to contact the organisation and ask for feedback. They\u2019re blocked by a nameless, faceless obstruction and it is incredibly disheartening. When feedback is rare, candidates dissect the messages they <\/span>do<\/span><\/i> receive. Candidates discuss these messages with friends and family and focus on <\/span>how<\/span><\/i> the feedback was delivered.\u00a0<\/span><\/p>\n

If the feedback they get doesn\u2019t align with the way you\u2019ve portrayed your organisation online, the candidate becomes disillusioned and walks away with a negative perception of your brand. With a bad taste in their mouths, candidates might share their negative experience more widely and do significant damage to your <\/span>employer branding<\/span><\/a>.\u00a0<\/span><\/p>\n

And they wouldn\u2019t be totally unfounded either. Improving candidate experience doesn\u2019t take that much \u201cmore\u201d from the organisation, and goes a lot further than one might expect at first glance.\u00a0<\/span><\/p>\n

Recruitment marketing tips for improving candidate experience\u00a0<\/strong><\/h2>\n

Candidate care is much more than merely responding to a candidate\u2019s application. It should be part of your recruitment marketing strategy before you even place the first job ad. Many traditional recruitment processes don\u2019t align with candidate preferences anymore that organisations can easily change so that they\u2019re actively improving candidate experience.\u00a0<\/span><\/p>\n

Quick, accessible application processes always win\u00a0<\/strong><\/p>\n

Think about the process and requirements you set for your candidates. Do you require candidates to get through a series of screening questions, or have them answer several lengthy questions on your site before they can submit their resume? Do you ask candidates to submit a tailored cover letter right out of the gate, or can they come back and amend their application later? What about portals? Requiring candidates to create an account and log in before they can even apply is a bit much, surely.\u00a0<\/span><\/p>\n

The more you can simplify the application process, the more likely candidates are to apply. It\u2019s increasingly important to think about the experience from the candidate\u2019s perspective, particularly in such a competitive market. If your role is easier and more enjoyable to apply for, you\u2019ll attract more candidates than your competitors. Similarly, your shortlisting & selection process must consider the needs and wants of the candidates.<\/span><\/p>\n

Some simple steps to take include:\u00a0<\/strong><\/p>\n