Candidate Experience Crisis: Why Companies Need To Do Better!
In a world where "people-first" is being spoken about and proven that it´s a win win for people & organizations, it's troubling to see how often we still fall short in one of the most important areas of business: how we treat candidates.
Lately, I've been speaking with experienced professionals, people with decades of valuable expertise, deep industry knowledge, and proven track records, who are applying for roles they're clearly qualified for. Their stories are strikingly similar: they apply, wait, and hear… nothing. Or worse, they receive a generic rejection email after weeks of silence. When they ask for feedback, they’re met with more silence.
This isn’t just a missed opportunity, it's a sign of a broken system.
As someone who has built a career in talent acquisition and continuously succeed in great hires, happy candidates (even those that are not successful in receiving an offer), I know firsthand how much time, energy, and emotion goes into every job application. A candidate isn’t just a resume, they’re a person, often at a vulnerable crossroads in their life. Every interaction with a company, from the job post to the final communication, is part of their experience. And that experience matters.
Why Candidate Experience is Business Critical
The way we treat candidates says everything about our employer brand. A positive candidate experience builds trust, even if the person doesn’t get the job. A poor one? That leaves a lasting impression, and not the good kind. Candidates talk. They share their stories on Kununu, LinkedIn, and with peers. Over time, these stories shape the perception of your company, for better or worse.
More importantly, failing to provide basic human decency, like a response, or thoughtful feedback, is not only a recruitment failure. It’s a leadership failure.
Respectful and timely communication is also what can set your company and recruitment process ahead of the others!
Then there´s also the ‘Age Bias Elephant’ in the Room
It’s time we address the quiet bias happening far too often: ageism. Many candidates over 50, who bring an unmatched depth of experience and maturity, are being overlooked or dismissed without a second glance. These professionals often represent exactly what a team needs, stability, mentorship, problem-solving depth, knowledge and great time management & organizational skills.
When companies ghost these candidates or decline them with vague, templated responses, it begs the question: are we truly evaluating people based on merit, or are we unconsciously filtering out those who don’t fit a narrow age or image profile?
We Can, and Must, Do Better
I’ve built my success in talent acquisition on one simple philosophy: treat every candidate with respect. Whether they’re hired or not, they should walk away feeling seen, heard, and valued. That doesn’t take massive budgets or fancy tools. It takes commitment, empathy, and follow-through.
Here’s what I believe every company should be doing:
Respond to every application. Even a simple acknowledgment goes a long way and now with more and more digitalisation, it´s possible to set up a process to do this.
Personalize where possible. Automated messages don’t have to sound robotic, tailor the pre programmed messages to show a more human touch and make your company stand out from the rest.
Give feedback. Especially to those who made it far in the process and to those who ask for it. It’s a small investment that can make a big difference.
Be mindful of unconscious bias. Ensure hiring decisions are based on skills, experience, and potential, not stereotypes.
Remember: the candidate you reject today could be your customer, ambassador, or even future hire tomorrow. Maybe they may be the hiring manager for a role you are applying for in the future :-)
Let’s Raise the Bar
In a competitive market, companies often talk about wanting “the best talent.” But if you want the best, you need to show up as the best. That starts with your candidate experience.
As a seasoned talent acquisition professional, I’ve helped organizations attract and retain top talent by championing people-first hiring practices. If your company is ready to raise the bar and create a more inclusive, respectful, and effective recruitment process, let’s connect.
Let’s not just fill roles, let’s build reputations, relationships, and a future where every candidate feels valued.