How to create a respectful candidate experience in a difficult job market

The last year has been an incredibly challenging period for job seekers. The economic instability has led to more layoffs, fewer job openings, and higher competition for available positions. 

No matter where you look or who you speak to, everyone can agree on one thing: The job market is tough. 

Not only has the average time to find a job increased, but the unemployment rate was at 4.1 percent in June 2024 compared to 3.6 percent in June 2023, according to the U.S. Bureau of Labor. 

As a result, people are burned out, discouraged, and frustrated with the lack of responses after submitting dozens of applications. But the disappointment doesn’t end once people make it to the interview stage. From beginning to end, the overall candidate experience needs some improvement.

Here are the top reasons job seekers said their candidate experience was negative, according to CareerPlug’s 2024 Candidate Experience Report:

• 26% say the compensation and benefits didn’t meet their expectations
• 26% say the roles and responsibilities were different from what they expected 
• 18% say they had a negative experience with people in the interview process
• 16% say they disliked the workplace environment 
• 13% say the hiring process took too long

In such a tough job market, companies need to provide a respectful and positive candidate experience. Not only does this benefit the candidates' well-being, but it also enhances the company's employer brand and reflects its culture.

Creating an effective hiring plan requires intentional actions from talent acquisition teams, so here are actionable tips to ensure a positive experience for all candidates.

Have a structured process in place and be transparent in job descriptions

Having a structured hiring process and transparent job descriptions ensures consistency, fairness, and efficiency. 

A clear and transparent process builds trust with candidates, sets realistic expectations, and helps candidates prepare, saving time and stress for both the hiring team and job seekers. This approach also allows candidates to better assess their fit for the role and company culture, improving the overall quality of hires.

Action items:

• Clearly define each stage in the hiring process and establish a realistic timeline for each stage. Ensure everyone involved knows their role in the process.
• Develop a consistent rubric to assess candidates' technical skills. Train the hiring team to ensure they understand the evaluation criteria and how to lead the process inclusively.

• Collaborate with stakeholders to identify key skills and create detailed job descriptions that are inclusive of a range of identities and cultural backgrounds.
• Give an overview of the interview process in the job description. Include how many rounds of interviews there will be, if there will be an assessment, and the expected time frame candidates may receive a response. 
• Include the salary range in the job description to avoid surprises later. 
• Collect and analyze candidate feedback throughout the process and refine it regularly.

Value candidates’ time and energy with clear communication

Respectful interactions during the hiring process reflect your company’s culture and can significantly impact a candidate's decision to join your team.

Candidates are often overwhelmed with lengthy applications, multiple interview rounds, and extensive assessments. A streamlined hiring process reduces frustration and makes your organization more appealing to high-quality talent. 

Action items:

• Avoid lengthy application forms and redundant questions to make the application process more efficient.
• Keep test projects concise and relevant while providing detailed guidelines and expectations. Compensate candidates for their time if test projects are extensive and assure them their work will not be used outside the evaluation process.
• Keep the number of interview rounds to a necessary minimum to respect candidates' time.
• Start and end interviews on time to show professionalism and respect.
• Provide feedback shortly after the interview process. When possible, offer concrete examples of what the candidate did well and where they can improve.
• Take down job postings from search sites once your team has stopped taking applications to avoid confusion and false hope.
• Notify candidates of their status at each stage, even if they are not moving forward, and let candidates know when a position has been filled.

Companies must recognize how hard the job market is for candidates and take intentional steps to improve their hiring processes. By respecting candidates' time, providing transparent communication, and offering constructive feedback, leaders can create a more positive and respectful experience that’s valuable to candidates and protects the company's reputation.

Streamline your hiring process and recruit top talent with Perfeqta 

Perfeqta’s scalable recruiting framework helps you identify and reduce exclusionary practices, implicit biases, and systemic inequalities in the hiring process so you can attract amazing, diverse talent.

Here are a few key outcomes:

• Companies have value-based and structured recruitment strategies that make the hiring process more inclusive.
• Hiring teams can identify and reduce exclusionary practices, implicit biases, and systemic inequities.
• Employees are engaged in equitable work practices and committed to the company’s mission and vision.

Get in touch with our team to learn more about our talent acquisition services.