How to Create a Job Application Process Candidates Appreciate

As a human resources professional and leadership and career coach, I have supported numerous clients navigating the grueling interview process. In today’s competitive labor market, the candidate experience is often the first impression potential employees have of your company. Yet, too many candidates face a disheartening journey filled with murky communication, lengthy processes, and impersonal interactions. Here are a few ways we can fix this broken system and set a new standard: 1.     Streamline the Application Process: Ensure your application is straightforward and respects the candidate's time. Simplify forms and reduce redundancies. Is it really necessary to manually complete an online application when you have the candidate’s resume? 2.     Communicate Proactively and Transparently: Keep candidates in the loop at every stage of the process. Automated updates, clear timelines, and open feedback channels can prevent the anxiety of the 'black hole' syndrome where candidates hear nothing back. 3.     Respect and Value Every Applicant: Treat candidates as you would your customers. Every applicant should be contacted with the status of their candidacy. A respectful rejection letter that offers constructive feedback can turn a rejection into a positive interaction, encouraging them to apply again in the future or recommend your company to others. 4.     Personalize the Interview Experience: Tailor interviews to the role and involve team members who can speak to the job’s day-to-day realities. This not only enhances the candidate's understanding of the position but also showcases your team's culture. Be respectful of the candidate’s time. When possible, have the candidate meet with everyone on the same day. There really is no excuse for 5, 6, 7, etc. rounds of interviews. 5.     Ask for Feedback: Post-interview surveys can provide invaluable insights into your process from the candidate's perspective, allowing you to continually improve. By enhancing the candidate experience, you not only increase the chances of attracting top talent but also boost your employer brand.   Does your organization boast an awesome candidate experience? Please share how your organization is working to simplify the job search process.

I’ve noticed a number of posts from job seekers expressing their frustration with the interview process, and it’s truly important for us as recruiters to take a moment to reflect on this. As professionals in this field, let’s remember that our candidates are individuals with their own stories, families, and responsibilities. They face the same challenges we do, from mortgages to medical expenses. Here are a few ways we can elevate the candidate experience: ✔️ Communicate Regularly: Even if there are no updates, a quick message saying, “I have no new information, but you’re still under consideration,” goes a long way in keeping candidates informed and valued. ✔️ Deliver News Personally: If a candidate isn’t selected, let’s strive to share that news with a phone call rather than an automated email. This personal touch shows respect for their effort and time. ✔️ Provide Constructive Feedback: Whenever possible, offer insightful feedback. If a candidate was lacking in experience, for example, kindly point that out. This helps them grow and prepares them for future opportunities. By fostering a more compassionate and transparent process, we can make a positive impact on the lives of job seekers and contribute to a more uplifting recruiting environment. Let’s keep pushing for improvement together! #jobseeker #interview #recruitment #recruiter

The interview process shouldn't be a mystery. No games. No last-minute extra interviews. No surprises. It would make a massive difference for job seekers. When I designed hiring processes in the past, we built candidate guides detailing the interview process, the types of questions asked, and guidance on navigating behavioral questions. 𝗜𝘁’𝘀 𝗲𝗮𝘀𝘆 𝘁𝗼 𝗱𝗼! It also benefits 𝘣𝘰𝘵𝘩 parties (candidates and companies). Why? It's simple: 1. 𝗣𝗿𝗲𝗽𝗮𝗿𝗲𝗱 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀: When candidates know what to expect, they come better prepared. You want candidates who are great for the job, not just great at interviewing.     2. 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗜𝗺𝗮𝗴𝗲: It demonstrates the company's respect for the candidate’s time and effort. It also reduces the back-and-forth questions between recruiters and candidates because they have the information upfront. 𝗧𝗵𝗲𝗿𝗲’𝘀 𝗮 𝗴𝗼𝗼𝗱 𝗰𝗵𝗮𝗻𝗰𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘄𝗶𝗹𝗹 𝗹𝗲𝗮𝗿𝗻 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗳𝗿𝗼𝗺 𝗚𝗹𝗮𝘀𝘀𝗱𝗼𝗼𝗿 𝗮𝗻𝗱 𝘀𝗶𝗺𝗶𝗹𝗮𝗿 𝘀𝗶𝘁𝗲𝘀, 𝘀𝗼 𝘄𝗵𝘆 𝗻𝗼𝘁 𝗯𝗲 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁? Especially when it can create a positive image for your organization and attract candidates to you! If anything, this crazy job market has shown us that hiring practices need to change. 𝘛𝘩𝘪𝘴 𝘴𝘩𝘰𝘶𝘭𝘥 𝘣𝘦 𝘵𝘩𝘦 𝘯𝘰𝘳𝘮, 𝘯𝘰𝘵 𝘵𝘩𝘦 𝘦𝘹𝘤𝘦𝘱𝘵𝘪𝘰𝘯! #interviewing #jobsearch  

I’ve always been dedicated to the people side of recruiting. But not every recruiter (and certainly not every company) is. So if we aren’t working together directly, here are strategies to help you have a better experience. 1. You must understand your worth. You are not just an applicant; you are a potential brand ambassador. Bad candidate experiences cost companies around 10% more per hire. Why? Tarnished reputation. You need to know that your experience matters. You have the right to expect a respectful & efficient process. 2. You have to look for transparency. Companies like 3M & Delta Airlines excel in providing clear & transparent recruitment processes. 3M outlines their entire hiring process on their careers website. This reduces anxiety about their process. You need to demand similar transparency from potential employers. 3. You deserve feedback & communication. Simply put - you deserve to know where you stand. 83% of candidates say clear recruitment process expectations would greatly improve their experience. Nearly EVERYONE feels this way. You should already be receiving feedback & regular communication. If they are silent ⤵ Send an email/text, or call them directly. Request updates. 4. You can be curious about technology usage. Some companies still use outdated technology, some use color-coded spreadsheets. (Seriously) Even having a high-level understanding of the tools being used can give you peace of mind. Because, modern recruiting platforms can significantly enhance your candidate experience. For instance, Radancy’s Talent Acquisition Cloud streamlines recruiting & provides candidates with comprehensive job information. This reduces the number of unqualified applications & improves overall satisfaction. Knowing that your potential employers & their recruiters are using modern tools means a more efficient process. 5. Your non-negotiables are respect & dignity. Gone are the days where you have to jump through hoops without consideration for your time & effort. Wait. Those days aren’t gone? They SHOULD be. You deserve respect. You deserve dignity. Today recruiters (should) have more time than ever to focus on your relationship. Modern tools & AI reduce their administrative tasks. Allowing more time for… YOU. Look for companies that stay focused on your needs, experience, & preferences throughout the entire recruitment process. 6. You can’t beat a positive track record. Do your homework. You need to research companies that are known for their excellent candidate experience. Organizations like National Grid & Children's Mercy Hospital invest in creating a positive experience for every candidate. These companies ensure that even those who are not hired leave with a positive impression of the company. Whether you’re hired or not, you should walk away feeling good about the experience (and yourself). Above all always know, you have the power to demand a better candidate experience.

Are You Prioritizing Candidate Experience? In today’s competitive job market, candidate experience isn’t just a “nice-to-have”, it’s a game-changer. A poor hiring process can drive top talent away, while a great one strengthens your employer brand and attracts the best people. Below are a few thoughts on how I think we should be improving candidate experience; 1. Streamline the Hiring Process Long, complicated hiring processes frustrate candidates. Is your interview process; necessary, efficient, and candidate-friendly? A 3 stage process is perfectly acceptable - 7 is completely unnecessary and inefficient. 2. Communicate Clearly and Often Set expectations early, provide timely updates, and offer constructive feedback. Sometimes, your "no news" is "good news" to someone else. 3. Just Listen...! Just listen to the candidate. We all live in the real world. Nothing is perfect. We not have everything we want; that is aimed at both candidate and client. Taking to the time to truly listen to each other will help discuss roles with clarity. Last week, we had one client who interviewed a chap for a final round and decided, internally, they will try and sell him on moving to Memphis...from Texas...knowing full well he has a baby on the way and had zero intent on moving...boggling. He loved the company then that meeting happened, he was out. 4. Train Hiring Managers to Interview! I might go to my grave with this as a discussion point. Interviewing is a skill. Not everyone can interview. Sometimes the people who are super friendly and chatty can be the worst interviewers. It does not have to be extensive training - even just 1 hour can be enough to bring more efficiency to many interview styles. 5. Constantly reflect and refine! Do not just assume because you have had successful hires your process is perfect. Get feedback and constantly think about how you could improve. A great candidate experience isn’t just about hiring. It’s about building relationships, strengthening your brand, and creating advocates for your company, even if they don’t get the job. What’s one thing you’ve done to enhance candidate experience? Have I missed anything?

I have been passionate about a good candidate experience for years. I learned long ago that there was much more to a good experience than just ‘a good ATS ‘… that it involved excellent recruitment marketing and employment branding, great tools and systems, well-trained hiring teams, fast-moving and decisive people, great PR and many, many other items. But something that can help out your ‘time to hire’ metrics and your candidate experience is simply this. Train all of your hiring teams (hiring manager, support staff – anyone involved in the process) that they need to try to remember that every single candidate that comes into the Applicant Tracking System is a human. They are people who have hopes and dreams and usually some sort of value to add. They are someone's child. They are mothers, fathers, friends, and important to someone. While we should always be selective and have a goal to find the very best people to join our teams, we should still always treat ALL people with kindness, compassion and respect. What does this look like?  Here are just a few quick things to consider: √ Review the applications promptly --  a best practice is to review them each day as they flow in.  √ Give feedback promptly to all candidates  – decline emails or give the next-step communication as soon as possible. √ Train your teams that are reviewing applications to avoid jumping to conclusions before vetting someone out.  We all have a story and that doesn't always look how you think it should - and resumes and apps do a terrible job of conveying many things. √ Train hiring teams on unconscious bias. Step one… we all have it. Now, make sure you are trying to avoid it. √ Train leaders to take time with internal candidates to share what they can do to 'get there' for a role they aren't ready for yet – this builds great trust and mentorship with teams throughout your org. #candidateexperience #talentacquisition #traininganddevelopment #development #bekind #mentor #trainleaders #recruiters #recuitmentraining

𝐈 𝐥𝐨𝐯𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬. 𝐁𝐮𝐭 𝘀𝗼𝗺𝗲 𝐧𝐞𝐞𝐝 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠. Recruiting is built on a social contract: Candidates offer their time to engage in the hiring process, and in return, companies offer access to hiring teams. It’s a fair exchange—at least, it should be. But here’s where recruiters often fall short: 𝐂𝐥𝐨𝐬𝐮𝐫𝐞. When I train corporate recruiters to improve the candidate experience, I start with a simple rule: 👉 𝗜𝗳 𝘆𝗼𝘂’𝘃𝗲 𝘀𝗽𝗼𝗸𝗲𝗻 𝘄𝗶𝘁𝗵 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗮𝘁 𝗮𝗻𝘆 𝗽𝗼𝗶𝗻𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀, 𝘆𝗼𝘂 𝗼𝘄𝗲 𝘁𝗵𝗲𝗺 𝗮 𝘃𝗲𝗿𝗯𝗮𝗹 𝗱𝗲𝗰𝗹𝗶𝗻𝗲 unless the candidate has a clear preference for email. You don’t owe them detailed feedback (for many reasons), but you do owe them humane closure. They deserve to know the outcome. 😵💫 The problem? Most recruiters avoid this step because they fear the inevitable question: ❞𝙒𝙝𝙮❓❞ So they hide behind a generic email or dodge communication (they ghost). 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗵𝗮𝗻𝗱𝗹𝗲 𝗶𝘁 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝘀𝘁𝗮𝗿𝘁: Set expectations in the first conversation. 🔹 Let the candidate know in the first call that while you can’t provide feedback on decisions, you promise to communicate the outcome. 🔹 This simple step builds trust and ensures a positive candidate experience—whether they get the job or not. 𝗜𝗳 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝘆𝗼𝘂❜𝗿𝗲 ❞𝗮𝗺𝗯𝘂𝘀𝗵𝗶𝗻𝗴❞ 𝘁𝗵𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗮 𝗽𝗵𝗼𝗻𝗲 𝗰𝗮𝗹𝗹 only to dash their hopes, try this two-step approach: 1️⃣ 𝗦𝗲𝗻𝗱 𝘁𝗵𝗲𝗺 𝗮 𝗸𝗶𝗻𝗱 𝗲𝗺𝗮𝗶𝗹 letting them know they weren't selected, but you would like to connect by phone to personally close out the process and thank them for their valuable time. 2️⃣ 𝗙𝗼𝗹𝗹𝗼𝘄 𝘁𝗵𝗮𝘁 𝘄𝗶𝘁𝗵 𝗮 𝗽𝗵𝗼𝗻𝗲 𝗰𝗮𝗹𝗹. Tell them you enjoyed meeting them, and thank them for sharing their experience in the process with your team. If you get their voicemail, leave the message above for them. ✅ Now you've completed the social contract. 🤔Thoughts? Have you been on the receiving end of this? Let’s discuss 👇 #recruiting #hiring #candidateexperience #talentacquisition

Apply. Manually upload Resume. Wait. 𝖱̶𝖾̶𝗃̶𝖾̶𝖼̶𝗍̶𝖾̶𝖽̶ ̶𝖿̶𝗈̶𝗎̶𝗋̶ ̶𝗆̶𝗈̶𝗇̶𝗍̶𝗁̶𝗌̶ ̶𝗅̶𝖺̶𝗍̶𝖾̶𝗋̶.̶ Easy Apply. Wait. 𝖱̶𝖾̶𝗃̶𝖾̶𝖼̶𝗍̶𝖾̶𝖽̶ ̶𝗂̶𝗆̶𝗆̶𝖾̶𝖽̶𝗂̶𝖺̶𝗍̶𝖾̶𝗅̶𝗒̶.̶ Referral. Apply by request. Wait. Screen. ̶𝖭̶𝖾̶𝗏̶𝖾̶𝗋̶ ̶𝗋̶𝖾̶𝗃̶𝖾̶𝖼̶𝗍̶𝖾̶𝖽̶.̶ As a former Talent Acquisition professional—aka candidate manager or talent manager —I’ve noticed we’ve lost the art of delivering a stellar candidate experience and maintaining strong employer branding. Many teams have fallen into a pattern driven by: 1️⃣ A belief that it’s an employer’s market with endless candidates to choose from. 2️⃣ Limited bandwidth, leading to neglected pipeline management and candidate care. 𝘏𝘦𝘳𝘦’𝘴 𝘵𝘩𝘦 𝘳𝘦𝘢𝘭𝘪𝘵𝘺: Job seekers aren’t mythical figures like Santa Claus, a purple unicorn, or even a mermaid. They’re real people who have either been impacted by a layoff or seeking to transition in their career. And while it might not be obvious now, they’re actively creating lists of employers to avoid and sharing their experiences with their networks—all based on how they were treated during the hiring process. The good news? A little effort can go a long way. 𝗙𝗲𝘄 𝗦𝗶𝗺𝗽𝗹𝗲 𝗪𝗮𝘆𝘀 𝘁𝗼 𝗜𝗺𝗽𝗿𝗼𝘃𝗲 𝗬𝗼𝘂𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝗮𝗻𝗱 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: 1️⃣ Clean Up Your Requisitions If a role is filled or no longer active, remove it from LinkedIn and your careers site. ✨ Disposition candidates promptly, and keep them updated. 2️⃣ Timing Matters Avoid sending rejection emails on weekends, during holidays, or seconds after submission. ✨ Respect the time and effort candidates put into applying. 3️⃣ Communicate Status Changes Clearly If you’ve reached out to a candidate but decide not to proceed—whether due to changing priorities or hiring manager feedback—let them know. ✨ Thoughtful communication fosters respect and helps preserve your brand’s reputation. Even if you’re a startup with limited resources, these small gestures create a lasting impression. Today’s “not the right fit” candidate could be tomorrow’s perfect hire—or an advocate for your brand. Let’s bring care and empathy back into recruiting, one interaction at a time. 🌟 #EmployerBranding #CandidateExperience #RecruitingTips #TalentAcquisition