The Impact of Poor Candidate Experience: Why It Matters and How to Improve

poor candidate experience

Most companies don’t realize the importance of addressing a poor candidate experience. In hindsight, how they treat the candidates will affect the quality of the upcoming candidate. The company may hire incompetent people or have a high employee turnover rate. And it will damage the brand. 

Each candidate may have different opinions on the matter. But the public agrees that positive experience during the recruitment process, including transparency and promptness affect their idea of the company. Multiple research shows up to 40% of candidates are more likely to accept the offer when they have a positive experience.

Negative Impact of Poor Candidate Experience

Companies may be unaware of the negative impacts right away. However, the bigger the company means there may be less satisfied candidates. One of the direct negative impacts is they can’t expand their workforce. They have to make do with the available talents or maybe even less if the company has a less-than-ideal work environment.

1.     Loss of Talent

A survey by Careerplug shows that at least 30% of candidates refuse a work offer due to having experience during the recruitment process. It ranges from lacking transparency to a slow and disorganized interview process. In the long run, the company won’t be able to keep up with the new technology and other life improvements.

The current employee also may start resigning and leave the company for an even less workforce. Several companies that focus on quality over quantity may hire as many people as possible regardless of the qualification. This is common among construction workers, restaurants, and other jobs with a high turnover rate. 

2.     Negative Reputation

Respondents on the same Careerplug survey also said they are likely to leave negative reviews on the company to reflect their experience. These reviews will erode all of the company’s branding efforts. And in this digital era, most people rely on online reviews to know more about the work environment.

3.     A decline in Recruitment Success

Several methods to see a decline in recruitment success. From failing to secure the right talent for the job, to not having enough applicants which force them to open the position for a longer time. All of this situation will impend the current workforce. They have to work on multiple things until the company hires someone to fill the void. Or worse, they have no choice but to hire less competent people for the job. Having a less qualified workforce means the company has to spend extra time and resources to push them to the standard. 

poor candidate experience

Strategies to Improve Candidate Experience

Candidates are not the only people who need to improve their skills. Here are what companies can do to improve the experience. Eventually, they can have the best workforce for maximum efficiency and impact.

1.     Streamlined Processes

One way to improve the experience is by having a streamlined and transparent recruitment process. The company needs to make the process easy for them and the candidates. Most companies asked candidates to fill on multiple forms that take up to 30 minutes to fill. The problem is most of the information there is already on their curriculum vitae.

The company needs to establish a zone to collaborate with the candidate. A streamlined process will also help the company in doing the preliminary vetting. It can massively improve the poor candidate experience into a more positive one.

The company can use recruitment software to help them in the process. Of course, they also may use the in-house system they’ve been developing over the years. At any rate, the process needs to uphold transparency. It also must ensure the candidates understand the expectations and agree to go with the process.

2.     Improved Communication

Communication is key to gaining, or regaining a positive image. A company that admits its past wrongdoings and is willing to improve will receive more positive feedback. Of course, they need to take all of the steps to improve their image further.

Research by Software Advice, an ATS resource company, has multiple interesting findings. Particularly on how 83% of candidates prefer to receive notifications of not getting the job. And 94% of them already have a negative impression when they receive difficult or unclear instructions.

All these numbers show that most companies need to improve their communication. As they expect the candidates to be clear during the interview, the company also has to be concise in explaining its expectations.

Another thing to note is how most companies never ask for feedback from their candidates. It doesn’t matter if they end up hired or not. Any feedback and critique will give the company a fresh perspective on its current situation. Even though the candidates only have minimum interaction, they can have enough information to form an opinion. 

3.     Engaging Recruitment Content

A simple and personal touch can be one small thing that improves the candidate’s experience. It sure depends on the company’s capacity and values. In general, ensuring the candidates are going through a fair, honest, and transparent process is crucial. 

Of course, not everyone will agree or react the same to this treatment. But the company only needs to reflect their values and how they see an employee. Candidates will work their best to see how they will fit into the company. Catering the candidates throughout the recruitment process will push them to give their best.

Everyone in the company must collaborate to ensure the candidates have a positive impression of the company. Don’t forget that candidates can witness the interaction between colleagues. Some of them may remove themselves from the application when they think the environment is less accommodating. 

The company has no excuse for mistreating the candidates. They also need the right person for the job. It’s a situation where both the company and the applicant can reach a mutually beneficial agreement. However, just like the applicants can improve themselves. The company also can reduce the poor candidate experience by applying a professional and streamlined recruitment process.

Employee Recruitment Process


Human Resource will be the most important department that will do the recruitment process. Sometimes, other people think that to recruit an employee does not need big effort. Of course, that opinion is totally wrong. When the HR department does the wrong steps then they may choose the wrong employee too. Every company has each different requirement to make the progress better. Each department and each position will also have different standard of employee too. That will be the HR job description to find the best people that can fulfill each position needed.

Here, will be the information about the employee recruitment process. In this process you will find some steps that you should understand. The HR should know about the recruitment procedure so that they can complete their job well. Just read the information below to have better understanding about the topic above.

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3 Types of Training Need Analysis

Human Resource Department has so many things to do. One of the biggest responsibilities that they should make is about Training Need Analysis (TNA). Training is the important aspect that company should give to the entire employee. Without giving time to do that then the employee will be stuck. Work world is always run fast. Everything changes in a very fast way. The technology, education and other aspects will move so fast and you should know about it well. Training will make the company spend so much money but the employee will give the big feedback later.

Training Need Analysis will make us know about the need of the employee. HR should understand that every single employee, every department even position need different training. Of course, they must have high skill so that they can reach the company goal about standard, income and rank. Good company should have better level every year. The progress should be better than the last year. That is the reason why having the good quality of employee is a must but support them to have better education and skill are also the company responsibility.

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Technology in Performance Management Improves Efficiency and Output

Perfomance Managament

HR technology is one of the keys on modern human resources management. It is significant in every HR areas, including performance management. Technology in performance management is brought by the use of computers, networks, specific apps, and mobile technology to help performance management processing. The result is improvement in efficiency and output of performance management system.

Performance management often get bad rap due to ineffective process, poor implementation, high cost, and inaccurate appraisal. Technology in performance management could make big different in the process, implementation, cost, and appraisal. The benefits are including:

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Social Recruitment, a New Way to Win Great Talent


The world of social media grows fast in incredible state. Many people are addicted to social media and even high rank people could not stay away from it. The growth of social media is also affecting HR management, especially in recruitment area. Many recruiters are now following the trend of Social Recruitment. They used social media in the process of hiring candidates. This trend is not without substance. Social media is proven helpful in hiring right talent.

There are so many benefits in hiring candidates through social media. The ultimate benefit is wining great talent. This is something that recruiters are dying for. Getting great talents are very difficult because talent is not only determined by GPA and certificates, but how the candidate could adjust to company culture, deliver the best, and keep improving. Intellectual and social abilities need to be top notch.

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HR Management Environment is Changing, Along with the Change of the World

Hr Management

HR Management Environment today is very different from HRM the past. I believe that HRM professional who retired 20 years ago or maybe 10 years ago will amaze with the significant change in human resources management today. The changing is necessity to adjust the change of the world, including the change in business environment, jobs nature, worker’s personal character, social values, globalization, and technology.

Business environment is ongoing changing environment as people find a new way to run business, new systems, new strategies, new competitions, new way to relate with each other, new technology, new law, and much more changes. HR management must adjust to the change in business environment because HRM is inseparable part of business. HRM need to support the business in the fullest in order to reach the objectives of the business. For example, HRM today is not merely taking care of the relation between employer and employees but should taking care of the entire shareholders of employers, employees, stockholders, and customers as well as the external related parties.

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5 Focus Areas in Employee Development

Employee Development

When we talk about current employees of an organization, we can’t cut out the talk on how a company develop the quality of its employees. The latter is the most important aspects of management. For any companies, employees help shaping the future of organization, and thus they must realize the importance of employee development. Consider employees as part of investment. Without making a great deal in investing employees, a company won’t move closer even an inch in meeting the bright future. Of course there are several areas to focus in terms of development of employees.

Since the main goal is to develop employees’ skills, raise confidence and increase their knowledge, as well as uncover hidden talents, there are at least 5 areas that needs to be focused, particularly if we are talking about employee development:

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