Boost Your Hiring Performance by Enhancing Candidate Experience: A Journey Framework

Attracting and retaining top talent goes beyond offering competitive salaries or impressive perks. To truly stand out, the secret is to focus on delivering an outstanding candidate experience. At TalentWyze, we have years of experience helping companies transform their recruiting effectiveness by leveraging the candidate journey framework. This method uncovers improvement opportunities at each stage of the process, increasing your ability to secure the right talent.

Why Candidate Experience Matters

A great candidate experience isn't just about making applicants feel good; it directly impacts your hiring success. Consider these compelling statistics:

• 75% of candidates report that the job description plays a critical role in deciding whether to apply.

• 60% of candidates have abandoned an application process because it was too lengthy or complex.

• 80% of candidates say a positive interview experience can change their mind about a company, even if they were initially doubtful.

By focusing on each stage of the candidate journey, you can boost your hiring performance, enhance your employer brand, and increase the likelihood of attracting and securing top talent.

The Candidate Journey Framework

Let’s take a closer look at each stage of the candidate journey and how you can leverage it to provide a seamless and engaging experience:

1. Awareness: Crafting a Memorable Employer Brand

Candidates need to know you exist, and your employer brand is key to capturing their attention. The reputation of your company plays a crucial role in this stage. According to LinkedIn, 84% of job seekers consider a company’s employer brand when deciding where to apply.

Action Tip: Focus on communicating your company’s values, culture, and benefits across social media, job boards, and your company website. A strong brand attracts not only more candidates but also the right ones.

2. Consideration: Delivering Clear and Compelling Job Descriptions

Once candidates are aware of your company, they begin evaluating whether your open roles align with their career goals. 64% of candidates research a company online before applying, and 75% say job descriptions are crucial in this decision.

Action Tip: Make job descriptions clear, concise, and enticing. Focus on the “what’s in it for me” factor by highlighting opportunities for growth, work-life balance, and your company’s mission. Don’t forget to showcase your commitment to inclusivity and diversity.

3. Application: Streamlining the Process

The application stage is often where companies lose potential candidates. According to SHRM, 60% of applicants abandon applications because the process is too complex. Many candidates also expect a mobile-friendly process, with 45% of job seekers applying through their mobile devices.

Action Tip: Keep your application process simple and user-friendly. Use mobile-optimized platforms and eliminate unnecessary steps. Provide clear communication at every step, acknowledging receipt of applications and outlining the next steps in the process.

4. Screening: Improving Efficiency Without Losing Personalization

Recruiters spend an average of 23 hours screening resumes for a single hire, and the process can often feel impersonal to candidates. This is a critical point for maintaining engagement, as poor communication or long wait times can result in candidates dropping out of the process.

Action Tip: Use AI-powered tools to streamline initial screening while maintaining a personal touch through regular updates. Let candidates know where they stand in the process and offer constructive feedback to those not moving forward.

5. Interviewing: Providing a Positive, Organized Experience

The interview stage is where candidates form lasting impressions. A disorganized or overly lengthy interview process can turn top talent away, while a well-organized one can leave a lasting positive impression. According to Glassdoor, the average interview process takes about 23.8 days, but candidates value quick, transparent, and respectful interactions.

Action Tip: Streamline interview logistics and ensure candidates have clear expectations. Offer flexible scheduling, clear communication, and opportunities for candidates to ask questions about the role and culture. A quick follow-up post-interview also reinforces positive experiences.

6. Offer: Sealing the Deal

Making an offer is a key moment in the candidate journey, but it can also be a point where candidates weigh other opportunities or receive counteroffers. 50% of candidates receive counter offers after announcing their intention to leave their current company.

Action Tip: Ensure your offers are competitive and personalized. In addition to salary, highlight the long-term benefits, career growth opportunities, and your commitment to their success. Be prepared for negotiation and remain flexible to the candidate’s needs.

7. Onboarding: Starting Off on the Right Foot

A great onboarding experience sets the tone for the candidate’s entire career with your company. Structured onboarding can lead to 50% greater productivity and improve retention, while a poor experience can result in 20% of new hires leaving within the first 45 days.

Action Tip: Design an onboarding process that not only integrates new hires into the workflow but also makes them feel welcomed and supported. Offer mentorship, training, and early opportunities for feedback to keep new employees engaged from day one.

Conclusion: A Competitive Edge Through Experience

Improving your hiring performance starts with recognizing the critical role that candidate experience plays throughout the journey. At TalentWyze, we’ve helped numerous companies enhance their recruiting strategies by focusing on each touchpoint in the candidate journey, leading to higher talent acquisition success and stronger employer brands.

Ready to improve your candidate journey? Contact TalentWyze today for expert guidance.

Case Study:

Transforming Employer Ratings for a Leading Entertainment Company

One of TalentWyze's founders was tasked with improving an international Media company’s presence on a major employer ratings site. Historically, the company’s employer rating was stuck at 2.2/5, due to a lack of attention from their people team. In just nine weeks, the rating jumped to 4.2/5. This transformation was driven by a three-pronged plan that included updating the reviewer site’s media with new videos and photos, actively responding to negative feedback, and inviting current employees to share their recent, authentic experiences. Quality and Volume of candidates soared.