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What Truly Makes a Great Candidate Experience?

Pallavi Sinha
Written
Apr 12, 2024

These days, candidate experience is becoming an increasingly important part of the hiring process. A great candidate experience will do wonders for your candidate pipeline and employer brand, while a negative experience will put a stain on your employer brand and make it difficult to attract top talent. But what makes a great candidate experience? We’ll go over the 2 factors that define a great candidate experience.

Responsiveness and Consistent Communication

CareerBuilder found that the lack of communication from a potential employer is the number 1 most-frustrating factor a candidate faces during the hiring process. Unless a candidate is being inappropriate or rude, there’s no reason to ignore them, be unresponsive, or take multiple days to respond to their email or phone call.

We get it though. Recruiters are swamped and simply don’t have the time to respond or engage with every single candidate that comes along. If businesses really understand the importance and value of a great candidate experience, it would be greatly beneficial for them to automate parts of the hiring process and integrate AI-backed technology to give recruiters a hand. No, automation and AI aren’t meant to take away jobs from recruiters; they’re meant to take the administrative burden off recruiters’ hands, allowing them to focus on engaging with candidates.

Having the help of AI, especially conversational AI, will keep candidates engaged and feel valued. If a candidate has to wait days to get a response from a recruiter, there’s a good chance that they’ll jump ship and accept an offer from a competing company.

Recruiters Set Expectations Ahead of Time

Another factor that distinguishes a great candidate experience from a good candidate experience is that recruiters set up expectations with candidates. They explain what the interview process looks like, what the average hiring timeline is, and even coach candidates on how to prepare for upcoming interviews.

Providing all of this information allows the candidates to take the guesswork out of your hiring process so that the candidate can focus their attention to preparing for their interviews.

When it comes to creating a great candidate experience, communication is key. Scratch that—over-communication is key. This doesn’t mean you need to go out and double your recruiting department. To ensure recruiters are using their time efficiently and effectively, look to integrating conversational AI into your recruiting tech stack. This will help your recruiting team focus on engaging with candidates and filling up the candidate pipeline with top talent.

These days, candidate experience is becoming an increasingly important part of the hiring process. A great candidate experience will do wonders for your candidate pipeline and employer brand, while a negative experience will put a stain on your employer brand and make it difficult to attract top talent. But what makes a great candidate experience? We’ll go over the 2 factors that define a great candidate experience.

Responsiveness and Consistent Communication

CareerBuilder found that the lack of communication from a potential employer is the number 1 most-frustrating factor a candidate faces during the hiring process. Unless a candidate is being inappropriate or rude, there’s no reason to ignore them, be unresponsive, or take multiple days to respond to their email or phone call.

We get it though. Recruiters are swamped and simply don’t have the time to respond or engage with every single candidate that comes along. If businesses really understand the importance and value of a great candidate experience, it would be greatly beneficial for them to automate parts of the hiring process and integrate AI-backed technology to give recruiters a hand. No, automation and AI aren’t meant to take away jobs from recruiters; they’re meant to take the administrative burden off recruiters’ hands, allowing them to focus on engaging with candidates.

Having the help of AI, especially conversational AI, will keep candidates engaged and feel valued. If a candidate has to wait days to get a response from a recruiter, there’s a good chance that they’ll jump ship and accept an offer from a competing company.

Recruiters Set Expectations Ahead of Time

Another factor that distinguishes a great candidate experience from a good candidate experience is that recruiters set up expectations with candidates. They explain what the interview process looks like, what the average hiring timeline is, and even coach candidates on how to prepare for upcoming interviews.

Providing all of this information allows the candidates to take the guesswork out of your hiring process so that the candidate can focus their attention to preparing for their interviews.

When it comes to creating a great candidate experience, communication is key. Scratch that—over-communication is key. This doesn’t mean you need to go out and double your recruiting department. To ensure recruiters are using their time efficiently and effectively, look to integrating conversational AI into your recruiting tech stack. This will help your recruiting team focus on engaging with candidates and filling up the candidate pipeline with top talent.

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What Truly Makes a Great Candidate Experience?

Episode
Apr 12, 2024
min

These days, candidate experience is becoming an increasingly important part of the hiring process. A great candidate experience will do wonders for your candidate pipeline and employer brand, while a negative experience will put a stain on your employer brand and make it difficult to attract top talent. But what makes a great candidate experience? We’ll go over the 2 factors that define a great candidate experience.

Responsiveness and Consistent Communication

CareerBuilder found that the lack of communication from a potential employer is the number 1 most-frustrating factor a candidate faces during the hiring process. Unless a candidate is being inappropriate or rude, there’s no reason to ignore them, be unresponsive, or take multiple days to respond to their email or phone call.

We get it though. Recruiters are swamped and simply don’t have the time to respond or engage with every single candidate that comes along. If businesses really understand the importance and value of a great candidate experience, it would be greatly beneficial for them to automate parts of the hiring process and integrate AI-backed technology to give recruiters a hand. No, automation and AI aren’t meant to take away jobs from recruiters; they’re meant to take the administrative burden off recruiters’ hands, allowing them to focus on engaging with candidates.

Having the help of AI, especially conversational AI, will keep candidates engaged and feel valued. If a candidate has to wait days to get a response from a recruiter, there’s a good chance that they’ll jump ship and accept an offer from a competing company.

Recruiters Set Expectations Ahead of Time

Another factor that distinguishes a great candidate experience from a good candidate experience is that recruiters set up expectations with candidates. They explain what the interview process looks like, what the average hiring timeline is, and even coach candidates on how to prepare for upcoming interviews.

Providing all of this information allows the candidates to take the guesswork out of your hiring process so that the candidate can focus their attention to preparing for their interviews.

When it comes to creating a great candidate experience, communication is key. Scratch that—over-communication is key. This doesn’t mean you need to go out and double your recruiting department. To ensure recruiters are using their time efficiently and effectively, look to integrating conversational AI into your recruiting tech stack. This will help your recruiting team focus on engaging with candidates and filling up the candidate pipeline with top talent.

These days, candidate experience is becoming an increasingly important part of the hiring process. A great candidate experience will do wonders for your candidate pipeline and employer brand, while a negative experience will put a stain on your employer brand and make it difficult to attract top talent. But what makes a great candidate experience? We’ll go over the 2 factors that define a great candidate experience.

Responsiveness and Consistent Communication

CareerBuilder found that the lack of communication from a potential employer is the number 1 most-frustrating factor a candidate faces during the hiring process. Unless a candidate is being inappropriate or rude, there’s no reason to ignore them, be unresponsive, or take multiple days to respond to their email or phone call.

We get it though. Recruiters are swamped and simply don’t have the time to respond or engage with every single candidate that comes along. If businesses really understand the importance and value of a great candidate experience, it would be greatly beneficial for them to automate parts of the hiring process and integrate AI-backed technology to give recruiters a hand. No, automation and AI aren’t meant to take away jobs from recruiters; they’re meant to take the administrative burden off recruiters’ hands, allowing them to focus on engaging with candidates.

Having the help of AI, especially conversational AI, will keep candidates engaged and feel valued. If a candidate has to wait days to get a response from a recruiter, there’s a good chance that they’ll jump ship and accept an offer from a competing company.

Recruiters Set Expectations Ahead of Time

Another factor that distinguishes a great candidate experience from a good candidate experience is that recruiters set up expectations with candidates. They explain what the interview process looks like, what the average hiring timeline is, and even coach candidates on how to prepare for upcoming interviews.

Providing all of this information allows the candidates to take the guesswork out of your hiring process so that the candidate can focus their attention to preparing for their interviews.

When it comes to creating a great candidate experience, communication is key. Scratch that—over-communication is key. This doesn’t mean you need to go out and double your recruiting department. To ensure recruiters are using their time efficiently and effectively, look to integrating conversational AI into your recruiting tech stack. This will help your recruiting team focus on engaging with candidates and filling up the candidate pipeline with top talent.

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