12 Ways Your Talent Acquisition Team Can Nail the Candidate Application Process (Part 1 of 9)

Summary

Applying for a job is challenging under ordinary circumstances, and it is an even more daunting task in our current economic climate. Experienced talent acquisition professionals know how to use respect, empathy, and consideration to ensure their applicants have a positive candidate experience. Regardless of whether an offer of employment is ultimately extended. Incorporate the suggestions described in this article to appropriately acknowledge your candidates’ applications and, when necessary, gracefully inform them they were not selected to move forward in the hiring process.

Introduction

The job application process is exhausting. And anyone who has gone through it (or is in the midst of it) will attest job hunting can be disappointing, discouraging, disconcerting, demoralizing, devastating, and downright depressing.

Job seekers in today’s market face intensifying competition on multiple fronts. From recent college graduates with limited related work experience and from mid-career and senior level professionals who have been displaced by layoffs, job eliminations, outsourcing, and business closures. In fact, a recently released report from the Bureau of Labor Statistics indicated that for the first time since April 2021 the number of unemployed Americans exceeded the number of available jobs. General employer reluctance to hire in an uncertain economy and the impact of tariffs imposed by the current administration are also contributing factors.

The Importance of Candidate Experience

Undoubtedly, receiving a job rejection notification is unpleasant. To make rejection more palatable, presentation is important. Yes, a rejection is still a rejection. But it’s often the “how” that makes the difference.

Imagine being presented with a Filet Mignon. Served alongside roasted potatoes and asparagus on fine herringbone China at a luxurious 3-Michelin Star restaurant. Now imagine being presented with a greasy burger and cold soggy fries. Served on a flimsy paper plate at a sketchy fast-food joint with questionable customer service and a recent failing inspection score. Which dining experience sounds more appealing to you?

A poor candidate experience can erode years of corporate goodwill, damage a company’s professional reputation among its industry peers, and negatively impact its bottom line. According to one recent survey, 72 percent of job seekers who had a bad candidate experience told others about it in person or online. Thirty-seven percent of job candidates said they’ve left a negative online review after having a negative experience. And 64 percent of job seekers said that a bad candidate experience would cause them to stop purchasing goods or services from a company.

Conversely, candidates who have a positive experience are more likely to rate the company highly, leave a positive online review, and encourage their friends and relatives to apply for employment. That is true even if they are not hired. In short, candidate experience is a direct reflection of your organization that must be prioritized.

Check back weekly to explore 12 ways you can ensure the candidates who apply for roles with your organization have a positive experience. Where applicable, I’ve included examples of verbiage you can use in your written communications. In full transparency, I have never worked in a recruiting function. However, I have submitted applications to countless roles over the course of my career. These recommendations are drawn from a compilation of my firsthand experiences (a mix of positive and otherwise), the experiences of people I know, and the experiences of anonymous job seekers who shared their stories on company review sites and social media.

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