Che cosa si intende per Candidate Experience?

Candidate experience describes the entire experience that applicants have with a company during the recruitment process – from the initial contact via the job advertisement to the application, interviews and signing of the contract – and beyond. 

A positive candidate experience ensures that applicants feel valued and perceive the company as an attractive employer. Un'esperienza negativa, invece, può scoraggiare i candidati, anche se la posizione è interessante dal punto di vista del contenuto.

Why is candidate experience important?

1. Competition for talent: In times of a skills shortage it is not only the job offer and the company that count, but also how professional and appreciative the recruitment process is perceived to be.
2. Employer branding: Every interaction in recruiting influences the perception of the employer brand. A negative candidate experience damages the image – both through word of mouth and on platforms such as Kununu or Glassdoor.
3. Recommendations and multipliers: Satisfied applicants become ambassadors and recommend the company to others – even if they are not hired. Dissatisfied applicants, on the other hand, often share their bad experiences, thereby reinforcing the negative multiplier effect.
4. Recruitment efficiency: Unnecessarily complicated processes cost time, internal resources – and good applicants. A good candidate experience saves time, reduces costs and speeds up the recruitment process.

The biggest pain points in the candidate experience

• Unclear or unattractive job advertisements scare off talent. Those who do not understand what is being sought will not apply – or will ultimately not fit the profile.
• Complicated application processes: Unnecessary logins, complex forms or a lack of mobile optimisation lead to dropouts.
• No confirmation of receipt: Radio silence after an application is one of the most common points of criticism.
• Non-transparent process: If applicants do not know what the next steps are or who their contact person is, uncertainty arises – and confidence in the process declines. 
• Excessively long response times: If weeks pass between application, feedback and decision, qualified candidates often drop out.
• Negative interview experience: Unstructured, poorly prepared interviews, disinterest or contradictions between the job description and reality leave a bad impression.
• No final feedback or impersonal rejections: If there is no feedback after an interview or if a rejection is given without appreciation, applicants feel they have been treated disrespectfully – and retain a negative impression of the company. 

How can the candidate experience be improved?

1. Clear and appealing job advertisements: A good advertisement is the first point of contact. It should be clearly structured, optimised for mobile devices and written in language tailored to the target group. It is particularly important to keep it short and clearly highlight the benefits – they often make all the difference.
2. Simple application process: A streamlined process signals professionalism and a genuine focus on candidates. Avoid unnecessary logins and long forms. It should be possible to apply in a few minutes – ideally also on a mobile device.
3. Fast and transparent communication: Today's applicants expect clear and timely information: confirmation of receipt, updates on the process, realistic time frames. Transparency creates trust and reduces uncertainty.
4. Transparent process: It is best to communicate the process clearly from the outset – e.g. with an overview of the next steps, realistic time frames and a clearly named contact person for queries.
5. Appreciative interviews: Well-prepared conversations on an equal footing leave a lasting impression. This includes good preparation, genuine interest, respectful communication and honest feedback – even in the case of rejections.
6. Commitment to feedback: Every application should end with clear feedback – ideally in a timely and comprehensible manner. Especially in the case of rejections, appreciative feedback demonstrates professionalism and respect.
7. Consistent onboarding: The candidate experience does not end with the signing of the contract. Structured onboarding with clear contact persons, defined processes and professional training determines whether new employees settle in well at the company and stay for the long term. The first few weeks in particular determine whether trust is established and whether the decision to join the company feels right.

Measuring and optimising the candidate experience

In order to systematically improve the candidate experience, companies should regularly seek feedback:

• Surveys at the end of the recruitment process
• Analysis of application withdrawals
• Monitor and take seriously reviews on platforms

This allows you to identify at which positions the process is faltering – and take targeted countermeasures.

Candidate experience has an external impact

The candidate experience does not end with an acceptance or rejection. Every interaction shapes the overall impression that applicants take away from the company – and which they report to their friends and colleagues. Treating candidates with respect directly benefits the employer brand, while a lack of feedback or an unprofessional process costs trust and attractiveness in the long term. In the job market, it is more true than ever that you often meet a second time.

Conclusion

The candidate experience is a crucial success factor in recruiting. Companies that make their processes clear, transparent and appreciative not only attract more applications, but also gain the trust of talented individuals. A good candidate experience is not optional, but a must in modern recruiting – and the key to a strong employer brand.

With Refline, you have your application processes under control

Our ATS helps you to make your recruitment processes simple, transparent and professional – from job advertisements to hiring suitable applicants. This allows you to create a candidate experience that convinces talented individuals and strengthens your employer brand.