What Candidates See: How Interview Conduct Shapes Candidate Perception

Every interview tells a story. Not just about the candidate, but about the company conducting it.

In a competitive tech market, candidates are evaluating employers just as carefully as employers are evaluating them. The way a business communicates, prepares, and follows up during the process can be the difference between securing top talent or losing them to a faster, more consistent competitor.

This isn’t only about courtesy. It’s about credibility, reputation, and results.

1. The Cost of Poor Employer Conduct

The same frustrations employers feel when candidates ghost or cancel last minute apply in reverse when communication breaks down on the hiring side.

When employers ghost, it leaves a mark

Failing to follow up after an interview sends a powerful message about company culture. Candidates who are left waiting without feedback often share their experience with peers or online, which can quietly damage brand reputation.

Glassdoor research shows that nearly 60 percent of jobseekers have experienced employer ghosting, and many report it as a reason they would not reapply. Each missed update or unanswered message erodes trust.

Even when a candidate isn’t the right fit, how they are treated matters. A short, respectful message maintains goodwill and ensures future candidates still see the company as professional and trustworthy.

Slow feedback kills momentum

According to Realtime’s Attraction & Retention Report, 62 percent of tech professionals lose interest when the hiring process takes too long. Delays between interview stages often lead candidates to assume they are out of the running, prompting them to accept offers elsewhere. Momentum matters, and silence is rarely neutral.

Disorganisation signals culture

When interviews are rescheduled repeatedly, or when interviewers seem misaligned, candidates notice. It creates doubt about internal coordination and leadership. The interview process is often seen as a preview of what it is like to work within the company.

Vague communication undermines trust

Candidates value clarity on salary, flexibility, and next steps. When those conversations are avoided or handled vaguely, it can signal a lack of transparency. Our report found that only 26 percent of professionals believe their employer is very transparent about company goals and performance, showing just how much clarity matters to engagement.

2. What Candidates Really Notice

Beyond the formal questions and answers, candidates are paying attention to subtler cues.

• Whether interviewers seem prepared and engaged.
• Whether the interview reflects the company’s stated values.
• Whether communication feels respectful and timely.

Even small details influence perception. A prompt thank-you email after an interview or a clear explanation of timelines can make a lasting difference. Candidates want to feel that their time is respected and that the process is fair.

Every interaction reinforces or contradicts the story your employer brand is telling.

3. How to Get It Right

Prepare every interviewer

Ensure everyone involved knows their focus area, the competencies being assessed, and how feedback will be gathered. Inconsistent experiences create confusion and weaken your credibility.

Set expectations early

Be upfront about the interview structure, number of stages, and estimated timelines. Candidates value transparency and can plan accordingly when expectations are clear.

Communicate continuously

Even when there is no decision yet, a simple update keeps candidates engaged. Regular contact builds confidence that the process is moving forward.

Be transparent on flexibility and pay

Avoid general phrases such as “flexible hybrid” or “competitive salary.” Instead, describe what flexibility looks like day to day and outline the pay framework clearly. It saves time and builds trust.

Close every process professionally

Whether the candidate is successful or not, a thoughtful, respectful close leaves a positive impression. Rejections handled well often lead to referrals or future re-engagements.

4. Why It Matters

Professionalism during interviews has measurable impact. It shapes how candidates talk about your company, how they respond to offers, and how they share their experiences with peers.

Candidates who feel respected are more likely to recommend your company, even if they don’t join it. Those who feel ignored or misled often share that feedback publicly or privately, which can influence future applicants.

Strong interview conduct is not just good manners. It is part of your reputation strategy. In a market where top candidates have options, professionalism becomes a competitive edge.

Conclusion

Every interview reflects your organisation’s culture. Candidates remember how they are treated, not just whether they are hired.

By communicating clearly, preparing thoroughly, and closing processes respectfully, employers build trust that lasts beyond a single hire.