Candidate experience is more than just a recruiting trend—it’s a core component of successful hiring. From the moment someone reads your job post to their first day on the job (or even a rejection email), every interaction shapes how they perceive your brand.

But what is a candidate experience, exactly? It refers to the overall perception and feelings a job seeker forms during your hiring process—whether they’re hired or not.

In today’s competitive job market, creating a great candidate experience can increase your offer acceptance rate, improve Glassdoor reviews, and turn rejected candidates into brand advocates.

So, what is one thing you can start doing today to stand out in the application process? Improve the way you treat candidates.

Here are 15 practical ways to do just that.

1. Write Clear, Transparent Job Descriptions

Your job description is the first step in shaping the candidate experience. Make sure it:

It should be easy to read (no jargon)

Clearly defines job duties and expectations

Highlights your company culture and values

Includes compensation, benefits, and work location (onsite/hybrid/remote)

This builds trust from the very beginning.

2. Simplify the Application Process

Don’t make candidates jump through hoops. Keep applications:

Mobile-optimized

Short (ideally under 10 minutes)

Easy to complete without account creation

Every extra step increases the chance of drop-off.

3. Communicate Frequently and Clearly

The worst experience? Being left in the dark. Improve communication by:

Sending confirmation emails immediately

Providing interview timelines

Following up with rejections and feedback

This shows respect for the candidate’s time.

4. Personalize Candidate Outreach

Avoid generic messages like “Dear Applicant.” Instead:

Use their name

Refer to the role they applied for

Mention relevant skills or experience

This makes your company feel human and approachable.

5. Highlight Your Company Culture

Candidates want to know what it’s like to work with you. Use:

Employee testimonials

Behind-the-scenes videos

Blog posts about company events or values

6. Train Your Hiring Managers

Hiring managers play a huge role in defining candidate experience. Train them to:

Conduct structured, unbiased interviews

Provide timely feedback

Represent your culture effectively

A well-prepared manager creates a more consistent and respectful process.

7. Share Interview Prep Resources

Let candidates know what to expect. Provide:

Interview format and duration

Names of interviewers

Platform details (Zoom, Microsoft Teams)

This eases nerves and allows them to prepare.

8. Keep Interviews Respectful and Timely

Respect your candidates’ time:

Start and end interviews on time

Avoid rescheduling last-minute

Give them time to ask questions

A respectful process = a memorable experience.

9. Give and Receive Feedback

Feedback shows professionalism and improves your process. Share:

Constructive comments (especially for finalists)

A link to a short candidate experience survey

This turns rejection into a learning experience for everyone.

10. Never Ghost Candidates

Silence is the quickest way to damage your employer brand. Always:

Close the loop with a thank-you or rejection

Set expectations about next steps

Stay professional, even if it’s a “no.”

11. Move Quickly

Top candidates won’t wait long. Speed up your process by:

Reducing the time between interviews

Getting internal feedback faster

Making prompt decisions

The longer you delay, the more likely candidates are to lose interest.

12. Offer Flexibility

Candidates may already be working full-time. Show empathy by:

Offering flexible interview times

Allowing asynchronous video interviews

Accommodating time zones

13. Involve Potential Teammates

Help candidates envision their future at your company by:

Including future team members in interviews

Offering a casual virtual coffee chat

Giving a peek into team rituals or Slack channels

This builds connection and trust.

14. Make the Offer Process Personal

When it’s time to extend an offer:

Call them before emailing

Explain the package clearly

Give time for questions and negotiation

Even a great offer can feel cold if it’s not delivered personally.

15. Onboard with Intention

The candidate journey doesn’t end with a signed offer. Build a strong onboarding experience by:

Sending a welcome kit or message

Setting up a 30-60-90 day plan

Assigning a buddy or mentor

This helps turn great candidates into great employees.

Final Thoughts: Why Candidate Experience Matters

If you’re wondering, what is the definition of candidate experience? Here it is:

“Candidate experience refers to the perceptions, emotions, and interactions a job seeker has with a company throughout the hiring process—from application to onboarding.”

Improving your candidate experience can significantly boost your employer brand, reduce hiring drop-offs, and increase referrals.

Quick Recap: What Is One Thing You Can Start Doing Today?

Start treating candidates like customers. Personalize your communication, offer clarity, and respect their time. Even small improvements can create lasting impressions.

Your Guide to creating a positive candidate experience