Budget-Friendly Strategies for a Stellar Candidate Experience

Let’s face it: the hiring process can feel like a rollercoaster ride for candidates. With all the twists and turns, it’s easy for candidates to feel lost or forgotten. But here’s the good news—creating a positive candidate experience doesn’t have to drain your budget. In fact, with a few simple tweaks, you can turn that ride into a smooth journey that leaves candidates excited about your company and thrilled to speak positively about your organization with everyone they meet.

Here are some practical ways to make sure every candidate feels valued and engaged, even when resources are tight:

1. Clearly define your recruitment needs and process.

Before you kick off your recruitment process, take time to nail down exactly what you’re looking for. Why? Without well-defined needs, candidates may apply for roles they’re not well-suited for, wasting everyone’s time. 

And let’s be real—candidates will notice if your hiring process is a mess, and many will head for the hills. Be sure you can repeat your hiring process in your sleep so that you can explain it to candidates. A disorganized recruitment process reflects poorly on the organization and can do long-term damage to your employer brand.

2. Make the application process simple.

In a tough job market, candidates are filling out dozens of applications a day. If an application looks too cumbersome, that will dissuade candidates from seeking work with you. 

Consider using a brief application for screening purposes, which should cover the questions you immediately need to know. As candidates progress, you can then have the finalists complete a more thorough application.

Be on time. Being on time for interviews isn’t just polite—it’s crucial. Being kept waiting for an interview can be nerve-racking for candidates and can also be interpreted as a sign of rudeness. I’ve personally experienced this, and when I was offered the job, I turned it down. I figured if my would-be boss was too busy to interview me, he’d never have time to train me.

Here’s the deal: If you’re running late, call or text the candidate to give them a heads-up. Offer them the option to reschedule if needed.

If you always seem to be running behind on interviews, space those meetings out! Remember, it’s your behaviors that matter. Not your intentions. Don’t blow it by being the manager who thinks their time is more valuable than someone else’s.

3. Personalize communication.

The technology is there. Now you just have to use it! Acknowledge all inquiries promptly and keep candidates in the loop throughout the process, even if it’s just to explain delays. When doing so, use people’s names. When you use someone’s name, you’re showing respect. This one move can make all the difference in a competitive job market.

The most frustrating thing I hear from job seekers is the lack of communication after they submit their applications. If a candidate takes the time to reach out to you, you can take the time to respond, even if your response differs from what they want to hear.

4. Leverage social media.

Promote job openings and engage with candidates on LinkedIn, Instagram, and TikTok. These sites are great places to showcase your company culture. Share success stories and employee testimonials to keep your organization top of mind with potential candidates and those who are already in your hiring pipeline.

A solid social media campaign is an awesome way to keep candidates excited about the prospect of working for your company. Of course, when you do this right, you’ll also have awesome candidates knocking at your door instead of having to chase people down, sift through piles of resumes, and pay expensive third-party agency fees.

5. Train your hiring managers on how to select for success.

It’s important to remember that candidates are evaluating you as closely as you’re evaluating them. After some amateurish interviews, I’ve walked away thinking, “No way do I want to work at this company!” In fact, in one situation, the interviewer didn’t ask me one question!

Be sure everyone on the hiring front line is trained on how to assess and select candidates properly. First impressions matter. A well-trained interviewer better represents your company and attracts top talent. 

6. Gather feedback.

The best way to improve the candidate experience is to gather feedback from the people who have gone through your hiring process. Consider asking new hires to take a brief survey on their experience. Ask them what they thought went well and what changes they’d suggest you make going forward. 

Have someone outside your organization contact candidates who applied for jobs with your organization but didn’t receive an offer and ask them about their experience. The information you gather from them will help you improve the candidate experience.

Don’t stand idly by as your competition scoops up the talent you’ve been working so hard to curate. Step up your communication, streamline your process, and demonstrate to candidates why your company and this job opportunity is the obvious choice!

Roberta Matuson, The Talent Maximizer® and President of Matuson Consulting, helps world-class organizations like General Motors, Takeda Pharmaceuticals, and Microsoft hire and retain world-class talent. Roberta is the author of six books on talent and leadership, including the newly released, Can We Talk? Seven Principles for Managing Difficult Conversations at Work, and Evergreen Talent. Sign up to receive her free newsletter, The Talent Maximizer®. Follow her on Twitter.