Top 5 Things Candidates Complain About (That You Could Fix Today)
Spoiler alert: it is not always salary driving candidates away. The biggest hurdles top talent face during the hiring process are usually well within your control. The good news? They can often be fixed faster than you think. Let’s unpack what frustrates candidates and how to solve it—both right now and for the long term.
- Vague or Jargon-Packed Job Ads
Ever read a job ad and thought, “What does this even mean?” Candidates feel the same. Overusing industry jargon or leaving responsibilities vague makes great people click away before they even apply.
Quick Fix: Rewrite your ads in straightforward language. State the main responsibilities clearly, explain expectations in simple terms, and focus on outcomes rather than buzzwords.
Long-Term Solution: Build a library of role-specific templates that are regularly updated with input from hiring managers and current team members. This ensures consistency, clarity, and accuracy over time.
- Clunky, Multi-Stage Interview Processes
Candidates dread hiring processes that drag on endlessly. If your recruitment feels like a marathon, expect top talent to drop out before the finish line.
Quick Fix: Keep interviews to three stages or fewer where possible. Be transparent and upfront about what the process involves, and always communicate expected timelines.
Long-Term Solution: Map out your end-to-end hiring process and review it every six months. Identify where delays occur, cut unnecessary steps, and train hiring managers to interview with efficiency and consistency.
- Ghosting After Interviews
If you have ever been ghosted, you know how awful it feels. Candidates experience the same frustration. Silence after an interview damages your reputation quickly, especially in an era where feedback spreads fast on LinkedIn or Glassdoor.
Quick Fix: Commit to responding promptly after every stage. Even a short update is better than leaving candidates in limbo. Automating follow-up emails can help you stay consistent.
Long-Term Solution: Set service-level agreements (SLAs) for candidate communication across your organisation. For example, “all candidates must be updated within five working days.” Embedding this into your recruitment policy makes it a non-negotiable standard.
- No Feedback or Rushed Rejections
Candidates invest time and emotional energy in your process. Receiving zero feedback—or a generic rejection email sent minutes after the interview, creates a poor experience that can cost you future hires.
Quick Fix: Personalise rejections and offer constructive, specific feedback wherever possible. A small amount of thoughtfulness goes a long way.
Long-Term Solution: Train hiring managers to deliver structured feedback and equip them with templates that make it easier. Over time, this builds a culture where feedback is the norm, not an exception.
- The Benefits Mirage: “We’re Flexible” (But Aren’t Really)
Saying “we’re flexible” without delivering sets candidates up for disappointment. Promises that do not match reality erode trust before a new hire even starts.
Quick Fix: Define clearly what flexibility means in your organisation, whether that is hybrid working, compressed hours, or location choice. Share concrete examples during the hiring process to build credibility.
Long-Term Solution: Audit your policies regularly to ensure managers are aligned and employees’ lived experiences match what you advertise. Gathering anonymous feedback from your team will help you spot gaps between promise and reality.
Do a Candidate Experience Audit
Want happier candidates and fewer drop-offs? Start with a candidate experience audit. Look at every touchpoint—from the job ad to onboarding—and ask yourself: “Would I apply here?” By identifying pain points and fixing them both quickly and sustainably, you create a smoother journey that attracts stronger talent and strengthens your reputation.
A positive candidate experience is not just a nice-to-have. It is a competitive advantage.
We break down how to conduct a candidate experience audit here.
A smooth experience attracts better talent - simple as that.
A Simple Candidate Experience Audit Framework
- Job Ad Review
Gather a few team members and read your most recent job ads aloud. Do they sound clear, engaging, and realistic—or are they full of jargon and long lists of demands? Rewrite any that don’t pass the “plain English” test. - Application Process Test
Apply to one of your own roles using the same system candidates use. Is the process straightforward, mobile-friendly, and quick to complete? Or does it feel clunky and time-consuming? Aim for under 10 minutes from start to finish. - Interview Flow Check
Map out the number of interview stages, the people involved, and the time between each step. Anything that feels excessive or repetitive should be streamlined. Ideally, candidates should always know what happens next and when. - Communication Snapshot
Review the emails or messages candidates receive at each stage. Are they timely, personalised, and respectful? Or do they feel rushed, inconsistent, or non-existent? Consistency is key to building trust. - Feedback & Closure
Examine how often candidates receive meaningful feedback. If most receive nothing more than a generic rejection, it is time to train your managers and build simple feedback templates. - Onboarding Experience
Do not stop at the offer letter. Check how easy it is for new hires to transition into your organisation. A clumsy onboarding process can undo all the goodwill you have built during recruitment.
By following this framework, you can spot exactly where your candidate experience shines—and where it falls short. Even small changes, like sending quicker updates or simplifying your online application form, can drastically improve the perception of your business in the market.
