In today’s job market, how you treat candidates during hiring impacts your reputation. Filling a role is only part of the process. How you handle the candidate experience can leave a lasting impression. It can hurt your company’s image and make it harder to attract great talent in the future.
People talk, especially when things go wrong. In fact, 65% of candidates lose interest in a job after a bad interview, and 35% share such an experience on social media and review sites. This feedback can spread quickly, which makes hiring top talent challenging.
Why the Candidate Experience Is a Big Deal
Ensuring candidates feel welcome, respected, and ready to contribute is essential.
As Ben Siegel, Co-Founder and CEO at Abode, explains, “Candidate experience is every single touchpoint that someone has with an employer from the time they find out that the company exists until they join as a full-time employee and everything in between.” Every step counts—the ease of applying, the clarity during interviews, or the efficiency of onboarding.
Candidates with a positive experience are more likely to accept a job offer and stay with the company longer. Research shows that 76% of employees say an excellent hiring experience was a key reason they accepted a job. However, a negative experience can do significant damage, affecting your brand and your ability to attract the right people.
Why You Need to Get It Right for Early-Career Hires
The hiring process is crucial for early-career candidates. They often have many options, and for some companies, the process can start as early as high school. It’s essential to create a unique experience that wins them over.
Ben emphasizes that for early-career professionals, “it takes so long… you have to build an incredible experience to win them over and have them pick you.” This means being transparent, communicating clearly, and ensuring the process feels supportive rather than stressful.
Young talent might not stick around if they feel disconnected or unsupported during the hiring process. This can lead to higher turnover, which is costly and time-consuming for any company.
On the other hand, a positive experience can lead to better retention, higher net promoter score (NPS), increased employee engagement, and faster ramp times. Higher retention is better for everyone. Employees don’t have to look for new jobs constantly. Employers keep good employees longer.
Don’t Keep Them in the Dark: Be Transparent
One of the biggest gaps in the hiring process today is a lack of transparency. Candidates often feel left in the dark, unsure what to expect when joining a company. This can lead to uncertainty and even regret once they start.
Ben points out, “The main thing that I see lacking right now in the recruitment process is transparency and perspective.” He explains that candidates want to know what it’s like to work at a company, their progression, and how they can grow within the organization. Candidates are left guessing without this information—and that’s not a good start.
Give Candidates What They Can’t Find Anywhere Else
One thing that stands out today, especially with Gen Z, is their desire for information they can’t easily find online. Ben Siegel adds: “The best quote we got in our research with Gen Z is that they want to know things they ‘can’t find on Google.’” This means candidates are looking for authentic insights into what it’s like to work at your company—details about day-to-day life, career progression, and company culture that aren’t part of the job description.
To meet this need, give candidates honest, transparent information during the hiring process. Connect them with current employees, share real stories, and be upfront about the opportunities and challenges they might face. This helps candidates make informed decisions, builds trust, and enables a more positive and engaged professional relationship.
Clear, honest information helps candidates feel more confident in joining your company and reduces the risk of later disappointment. Also, it differentiates you from competitors, making your company more attractive to top talent.
Make New Hires Feel at Home
A welcoming environment is vital to a positive candidate experience. This goes beyond just being friendly—it’s about ensuring new hires feel like they belong from the start.
One effective way to do this is through mentorship programs. Pairing new hires with experienced employees can help them settle in more quickly, providing guidance and support as they navigate their new roles. This makes the new hire feel more comfortable, boosting engagement and retention.
Ben suggests, “After an offer, build community, facilitate mentorship opportunities, host events, and show people how they’ll progress in the organization once they get there.” By doing so, you’re not just onboarding an employee—you’re welcoming them into a community, which can impact their satisfaction and commitment to your company.
The Ripple Effect of a Good Experience
A positive candidate experience benefits the individual and has a ripple effect on the company’s culture. When new hires feel supported and valued, they’re more likely to contribute positively to the workplace. This can lead to higher engagement, better teamwork, and a stronger sense of community.
As Ben notes, “The candidate and employee experience IS a company’s reputation.” People talk about their experiences. Those stories enhance your company’s reputation when they are positive. Consequently, this attracts top talent, improves employee morale, and even boosts productivity.
Conversely, a negative candidate experience can spread just as quickly. If new hires feel mistreated or undervalued, it can create a toxic work environment, leading to higher turnover and a damaged reputation.
How to Make Sure You’re Doing It Right
So, how can you build a unique experience for your candidates? Recognize that it starts long before the first interview and continues well after signing the offer letter.
Here are some steps to consider:
- Be transparent: Share as much information as possible about what it’s like to work at your company. Let candidates know what to expect, their progression, and how they can grow within your organization.
- Create a welcoming environment: Make sure new hires feel like they belong. Use mentorship programs, community-building events, and clear communication to help them settle in quickly.
- Listen and adjust: Don’t overlook the power of regular feedback. Listen to candidates and new hires to see what’s working and what’s not. Use the information to improve the candidate experience continually.
- Focus on retention: Remember that a great candidate experience requires more than just getting someone in the door. You should focus on keeping them engaged and committed for the long haul.
Why It’s Worth the Effort
Investing in a positive candidate experience is no longer just a nice-to-have. When candidates feel respected, informed, and welcomed, they’re more likely to join your team and stay long-term. This benefits the individual and strengthens your entire company.
By focusing on transparency, creating a welcoming environment, and listening to feedback, you can build a candidate experience that gives you an edge over the competition. And in the end, that’s what will help you attract and keep the best talent out there.
