In high-pressure, high-demand staffing environments, prioritizing the candidate experience is as essential as a business prioritizing its clients. In a certain way we sell jobs, and candidates are our clients, at least to some extent. We chase them, we seduce them, we laugh at their bad jokes and we say nice things about the mess they have in the background during the interview.
And not only that, think about it: we care about our branding, we try to drag attention from our competitors, we have pipelines, we have funnels, we have a pitch, and our success (and bonus) depends on a stranger saying yes to our proposal. While our primary client is always internal (in the case of in-house staffing), we can strike a balance by ensuring candidates feel valued throughout the process. Overall, focusing on how every candidate feels at each stage of our selection process is key here at Tarmac, and we’ve found some interesting points.
The ‘candidate experience’ refers to the overall journey and perception a job seeker has while applying for a position within a company or organization. It encompasses every interaction a candidate has with the employer, from the initial job search to the final decision-making stage. A positive candidate experience is crucial for several reasons:
- First impressions matter: From the first job listing to the application submission, every touchpoint shapes a candidate’s perception of your company.
- Communication and transparency: Candidates (and most human beings in general) appreciate clear communication regarding their application status and expectations for the hiring timeline. Transparency helps manage expectations and reduces uncertainty.
- Interview process: A well-structured interview not only respects candidates' time but also showcases the company’s culture and professionalism. This includes providing adequate preparation materials, scheduling efficiently, and ensuring interviewers are well-prepared and respectful.
- Feedback and closure: While feedback can be a challenging and often debated aspect of the process, it's essential. Providing constructive feedback—whether positive or not—shows respect for the candidate's effort and reinforces a company’s commitment to transparency. This is a tough one and particularly controversial, so a direct approach to discussing it would be necessary. However, be good at giving feedback, period. Do your job.
- Personalization: Tailoring interactions to individual candidates demonstrates a genuine interest in their skills and experiences. Personalized communication can include addressing candidates by name and referencing specific aspects of their background during interviews or when exchanging emails.
- Post-hire experience: The candidate's experience extends beyond the hiring decision. A smooth transition from candidate to employee includes efficient onboarding processes and continued support as new hires integrate into the organization.
Overall, investing in a positive candidate experience is not just about attracting top talent but also about building a reputation as an employer of choice. Candidates who have a positive experience are more likely to speak highly of the organization, whether or not they receive an offer, which can enhance employer branding and attract future talent. Conversely, a negative experience can deter potential candidates and even customers, as perceptions of an organization's treatment of candidates often extend to how they treat employees and customers.
As for Tarmac, we try to reflect our culture in the selection process and give candidates a nugget of what they can expect if they get to work here. We try to keep things simple, professional, fun, effective, and human at the same time. This is the way we work here, and if the candidate perceives something too different from that, then we’re not doing our part.
Both HR and the team in charge of the technical interviews focus on making the meeting with the candidate feel like a conversation rather than an assessment. We provide as much information as possible about the company and the role, and what they can expect, so each candidate may feel comfortable talking about themselves as well.
Creating a great candidate experience isn’t just about efficiency—it’s about respect, communication, and authenticity. It enhances your employer brand and contributes to long-term success when done right.
Written by: Juan Boggia / Head of HR - Uruguay office & Hadelen Lima / IT Recruiter & HR Consultant - Brazil office
