Why candidate experience matters in recruitment

Why candidate experience matters in recruitment in summary:

• Boost employer brand and ROI by prioritising a respectful, engaging candidate experience – companies that do see higher-quality hires and stronger retention.
• Improve every stage of the recruitment process, from writing inclusive, impactful job ads to delivering clear communication and empathetic rejections.
• Leverage HR tech like Cezanne Recruitment software to streamline workflows, personalise communication, and deliver five-star experiences without extra HR burnout.

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In recruitment, first impressions really are everything.

The way your organisation treats job applicants speaks volumes about your culture, your values, and your brand. It’s no surprise really, then, why candidate experience has become a cornerstone of modern recruitment strategies.

A smooth, respectful, and engaging recruitment process doesn’t just help you land top-tier talent; it protects your employer brand, improves your talent pipeline, and even boosts your company’s online reputation. But, despite the candidate experience being a pretty big thing, research has shown that 60% of candidates say they’ve had a poor experience when applying for a new role.

Worse still, many won’t just walk away quietly – they’ll take to professional networking sites like Glassdoor, LinkedIn, or their WhatsApp group chat to spill the beans on their experiences. And if your business is the one leaving candidates in the dark? You’re not just losing talented applicants; you’re burning bridges with potential brand advocates.

On the flip side, 70% of employers who make candidate experience a top priority report a noticeable improvement in the quality of their hires. That means they’re not just filling vacancies: they’re bringing in people who are better suited, more engaged, and more likely to stick around. In short, investing in a great candidate experience pays off by boosting your recruitment ROI and helping you build stronger, more successful teams. Simple really… when you think about it!

So, if you’ve not given much thought to the candidate experience in your hiring processes, now’s the time to put that right. Let’s explore how to upgrade every stage of your recruitment process and make a first impression that dazzles… not disappoint!

1. Making a lasting first impression

• Write job descriptions that actually attract people

Controversial opinion – there are too many bad job adverts out there. They read like instruction manuals, ramble on like a shopping list, or are stuffed with enough jargon to make a TED Talk blush. No wonder candidates scroll right past…!

Instead of treating your job ads like a dull checklist of duties, think of them as ads for your company. Sure, you need to be clear and specific about the responsibilities, but you also need to give people a reason to care.

So, highlight what makes you different: your company mission, your values, opportunities for growth, and the genuine impact the role will have. And always, always use language that’s engaging, inclusive, and human. Leave the corporate jargon at the door and speak like a real person trying to connect with another real person – because that’s exactly what a great job ad should do.

• Streamline the application process

We get it: you want to attract the perfect candidate. But, a 12-step form, three login prompts, and a CAPTCHA that demands interpretive dance moves is not the way to get them. Instead, make it easy. Keep application forms short and mobile-friendly. Only ask for the essentials (you can get the rest later). And here’s a pro tip: let candidates upload a LinkedIn profile or CV without retyping every qualification they’ve ever earned.

• Set clear expectations (and actually stick to them)

The black hole of recruitment communication is a killer. Being left in the dark about what’s happening, where you stand, or whether you’ve been ghosted entirely is frustrating and disheartening for candidates. So, set expectations early about timelines, stages, and who they’ll speak to. Then – wild idea – follow through! If your recruitment process takes longer than expected, let people know. Even a short update helps maintains vital trust and professionalism.

2. Build meaningful candidate relationships

• Send personalised outreach

Ugh… robotic “thank you for your application” emails don’t cut it anymore. However, personalised communication makes people feel seen, and it sets your company apart. So, reference the candidate’s name, role, and something relevant from their application or interview when you make contact with your applicants.

After an interview, send a tailored follow-up with a thank you and a reminder of next steps. Even small personal touches create lasting positive impressions.

• Showcase company culture (not just a ping pong table)

Your careers page might mention “great culture,” but what does that actually mean in your organisation? Be transparent about your values, leadership style, and what a typical day looks like. Include real employee quotes or testimonials. Better still, consider letting candidates speak with team members to get a real flavour of life behind the job description. This will also help them to decide whether the role and business is right for them, too.

• Deliver interviews that feel like conversations, not interrogations

A candidate shouldn’t walk out of an interview feeling like they’ve been on trial. A great interview is a two-way street. Yes, you’re assessing their fit, but they’re also deciding if you’re worth their time.

Train interviewers to ask thoughtful, relevant questions, and give candidates time to ask their own. Share what a typical day might look like and talk honestly about challenges. This is your chance to be transparent and build genuine rapport. Need some help brushing up on your own interview skills? Just click here.

3. End on a high (even if it’s a no)

• Give feedback that’s useful, not generic

“Thanks, but we’ve decided to go in a different direction” is HR code for “we couldn’t be bothered.” Candidates invest time and effort into your recruitment process. The least you can do is give them helpful, respectful feedback in return.

Even a couple of sentences on what they did well and where they could improve shows you value people – not just positions. Plus, it will help their own development, too.

• Reject with empathy

Letting someone down gently isn’t just good manners – it’s brand protection. Candidates talk. And how you handle rejections can impact your reputation across Glassdoor, LinkedIn, and WhatsApp group chats.

Use a warm, human tone. Say thank you. Offer to keep their details on file. You can also arm your HR team with rejection email templates that strike the right balance between empathy and professionalism.

• Turn unsuccessful candidates into advocates

We hate to break it to you, but even candidates you don’t hire can become ambassadors for your brand. Treat them well, and they’ll speak well of you – even if the outcome wasn’t in their favour. That kind of goodwill can lead to referrals, reapplications, or even partnerships down the line. Treat them badly? Well, we all know how that can end…

4. The right technology really can help (a lot)

Modern recruitment tools like Cezanne Recruitment software make delivering great candidate experiences easier than ever. From automated yet personalised emails to simplified applicant tracking, recruitment software helps you stay organised, responsive, and on-brand – without burning out your HR team or hiring managers.

The best tools don’t just streamline tasks – they make you look good to every candidate who comes through your virtual door.

5. Make candidate experience a strategic priority

If you’re serious about attracting top talent, you need to treat candidate experience as more than a ‘nice to have.’ It’s a competitive differentiator. It’s a brand builder. It’s a make-or-break moment in your recruitment process.

From the first click on your job ad to the final rejection or offer letter, your hiring process should reflect the values and personality of your company. Get that right, and you’ll not only fill roles, you’ll grow your reputation, your talent pool, and your bottom line.

And if you want to make life easier for your team while delivering five-star experiences? That’s where Cezanne Recruitment comes in. Why not take a look?