{"id":11301,"date":"2019-11-04T00:00:00","date_gmt":"2019-11-04T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11301"},"modified":"2026-05-01T09:12:01","modified_gmt":"2026-05-01T09:12:01","slug":"take-candidate-experience-to-the-next-level","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/ca\/blog\/take-candidate-experience-to-the-next-level\/","title":{"rendered":"Taking the candidate experience to the next level (hint: it’s not what you think!)"},"content":{"rendered":"

We all understand the importance of prioritising candidate care and creating a great candidate experience.\u00a0<\/em>In this article we share one key strategy to take candidate experience to the next level, improve your processes and distinguish yourself from your talent competitors.\u00a0<\/em><\/p>\n

As talent professionals, many of us are aware that the candidate experience is more important than ever. And yes, we can already hear your under-your-breath \u201cbut we already know that\u201d response, however, recent research<\/a> by Talent Board reveals we\u2019re not quite nailing it.<\/p>\n

As the report reveals, if a candidate has a negative employer experience, they are increasingly inclined to sever the relationship. In fact, candidate resentment is on the rise, with a 40% increase since 2016. When you compare stats from 2018 and 2019, it also shows candidates are not only less likely to engage with the same employer again, they are also less likely to recommend that company to others.<\/p>\n

What does it all mean? The trends basically lead to two slightly different conclusions. Either the candidate experience as a whole has gotten worse, or candidates are finding new ways to negotiate their own ways through the recruitment marketplace. It\u2019s likely the results are a combination of both, however it does highlight some of the challenges both employers and recruiters are facing. So how can you improve the candidate experience your organisation delivers?<\/p>\n

Communication is still important.<\/strong><\/p>\n

So we all know the importance of communication during the recruitment process \u2013 it\u2019s a no brainer \u2013 and the research<\/a> proves it as well. When you invest in communication, the candidate experience improves dramatically, and investing in the appropriate technology can give you a valuable means of creating positive experiences.<\/p>\n

\u201cCandidates who communicated with a chatbot were 80% more likely to increase their relationship with the employer, and candidates who received mobile text notifications during the research process rated their candidate experience 50% higher than those who did not\u201d.<\/p>\n

However, automation will only go so far, particularly when it comes to unsuccessful applications. Candidates still prefer to hear rejection news via a personal phone call rather than an automated email.\u00a0 In fact, positive candidate experience ratings increased by 23% simply from talking directly to another human. Astounding we know!<\/p>\n

The best strategy? Two-way feedback.<\/strong><\/p>\n

The research<\/a> shows opportunities for candidates provide feedback<\/em> is the clear winner when it comes to improving their overall experience.<\/p>\n

No matter stage of the recruitment process a candidate is at, solicitating their feedback is proven to increase their perception of the experience.<\/p>\n

Here\u2019s the proof, with statistics surrounding the type of feedback solicited and response rates from candidates:<\/p>\n