Many companies are deeply focused on finding the right candidate. But candidates are just as busy figuring out whether you are the right match for them. And this is where small, human touches can make a surprisingly big difference.
Here are three pieces of advice Jacob often shares with companies that want to create a better experience – for both candidates and themselves.
1. Respond quickly – even if the message is brief
Expectation management begins the moment the application lands.
Candidates are busy – just like you – and they notice how long it takes before they hear anything. A quick response doesn’t need to be elaborate. A simple confirmation that the application has been received provides reassurance and shows that the process is underway.
Highly sought-after candidates are often involved in several recruitment processes at the same time. If too much time passes without any communication, you risk them withdrawing their application simply because they can’t afford to wait.
If you already know when you expect to provide an update, say so straight away. It’s a small detail that means a great deal to the person on the other side.
2. Say something – even when there isn’t much to say
This is where Jacob sees many companies – unintentionally – lose candidates’ trust. Silence makes people speculate. And speculation breeds uncertainty.
You don’t need long emails. A short update on where you are in the process, or a note explaining that things are taking longer than planned, can make a big difference. In fact, it’s precisely during delays that communication has the greatest impact.
If you have additional material about the role, the department or the workplace, the waiting period is an ideal time to share it. It makes the wait easier – and the experience more personal.
3. Deliver rejections in a way that adds value
No one enjoys rejecting candidates. But this is one area where a little extra effort can have a huge impact.
A standard rejection can feel harsh. A personal rejection – even just a few lines – helps the candidate feel acknowledged. A brief explanation of what tipped the balance is often received with genuine appreciation. It shows that you have actually read the application and considered the individual.
That makes the rejection easier to accept. And it increases the likelihood that the candidate will apply again when the right role comes up.
No one expects perfection
Candidates don’t expect a flawless process. They simply expect to be treated fairly and kept informed.
According to Jacob, this is exactly where many companies have significant room for improvement:
“When candidates feel seen, heard and informed, it has a major impact on both retaining the candidate pool and maintaining your employer brand,” he says, and continues:
“It improves the process for everyone involved and helps strengthen candidates’ perception of your company – so future recruitment processes don’t become more difficult than they need to be.”
Even if it doesn’t lead to a match this time, a good experience can be what makes a candidate apply again – or recommend you the next time someone in their network is looking for a job.
One final piece of advice
Jacob finds that candidates often miss a clearer insight into the company itself. How does the department work? Who will they be working with? What kind of culture are they stepping into?
Even a few lines about the environment and day-to-day working life give candidates a much better basis for assessing whether they’re a good fit. It strengthens the quality of the applicant pool and the overall experience of your recruitment process.
