<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=586470688175167&amp;ev=PageView&amp;noscript=1">
HQ TPD careers hero (1)


Back to Blog

5 Ways Employers Sabotage Their Candidate Experience

Jul 25, 2022 10:00:00 AM
By Linda Trzyna

in Interview, Hiring, Employer

You're struggling to fill positions and wonder why more candidates aren't completing the hiring process. Responses to your job ads are low. Some people don't even finish the application. You schedule interviews, but candidates don't show. What's going on? It could be you're making mistakes that disrupt the candidate's experience.

What Creates a Poor Candidate Experience?

Your candidate experience starts with your understanding of the job opening and concludes when your new hire shows up for their first day of work. In between, there are a lot of steps that could trip you up and cost you talented workers.

If you're not sure where you're going wrong in the hiring process, consider this. In a recent LinkedIn poll, TPD asked: "What is the best way to improve job candidate experience?"

"Respect candidates' time" was the top advice from 29% of respondents. "Write clear job descriptions" and "make the application process easier" tied for second, cited by 27% of respondents. And 16% of respondents appreciate recruiters providing feedback after an interview.

Other employer missteps include aggressive interviewing, multiple rounds of interviews and poor communication and follow-up throughout the hiring process.

Improving the Candidate Experience

Especially in today's competitive job market, how you treat your job candidates matters. A bad experience alienates candidates. Not only that, but when they share their poor experience on social media, your company's reputation could suffer.

So how can you enhance the hiring process and keep candidates interested and engaged? Let's discuss some potential areas for improvement.

  • The Job Ad

An accurate role description is a must. Clearly describe the job duties and outline the basic knowledge and skill requirements to fill the position. If you are unfamiliar with the role, take steps to verify that your description is on point. In the interest of transparency, consider including the salary range for the position.

"Be sure to highlight what makes your opportunity unique and special," recommends TPD Workforce Coordinator Chris Navarro. "Emphasize the benefits of your role/company and the investment you can show for the candidate's future goals and career path."

  • The Application

Research shows that long application forms increase the likelihood that candidates will abandon your application and search elsewhere. Keep your job application short and don't make candidates jump through hoops to complete it. If you are requesting their resume, they shouldn't need to duplicate their education and employment history on the application form.

  • How You Treat the Candidate

Save everyone some time by screening potential candidates or adding screening questions and skills assessment testing to the application process. Screening helps eliminate candidates whose background and skills don't meet your qualifications, or who are no longer open to work.

Then, act fast, recommends TPD Workforce Manager Matt Gillie. "Schedule interviews as soon as you can. The longer you wait, the more chance your candidate will find another opportunity."

  • Respect Their Time

Candidates may have to take time off from their current job, and arrange childcare or transportation to attend their interview. Their impression of you will dim if you reschedule at the last possible moment or leave them cooling their heels in your lobby.

Job candidates also become frustrated by too many interviews for the same position. While you're scheduling your fourth, fifth or sixth round of interviews, they're being hired away by more nimble companies.

  • Effective Communication

To create the best candidate experience, frequent and effective communication is essential.

Candidates will move on if you don't acknowledge that you've received their application, or if they don't hear back from you for weeks after an interview. Keep candidates informed throughout the hiring process, so they don't think you've ghosted them.

Try to get to know your candidates as people rather than just a resume," says Dylan Sanderson, TPD Recruiter/Workforce Specialist. "Find out what's driving them to look for new positions, where they're trying to go with their job search, what they've loved about past jobs and what they found challenging." Consider opening your interview with some icebreaker questions to help put candidates at ease.

Ultimately, they may not be the right fit for your role or organization. Sharing constructive feedback ensures the interviewees didn't waste their time. Shared properly, it's even good PR for your organization.

By following a few simple candidate experience best practices, you can increase the quantity and quality of applicants for your open positions. In no time, you'll be welcoming a fantastic new hire for their first day on the job!

If you're still struggling to hire, it's time to re-evaluate your hiring process. Contact TPD today!

Filed under Interview, Hiring, Employer

Sign up to receive Blog Notifications