Every hiring manager wants top-tier talent. But too often, great candidates slip through your fingers - not because of salaries, but because your hiring process isn’t as smooth as you think. If you're experiencing candidate drop-offs, negative reviews, or struggling to attract the right talent, it's time for a candidate experience audit.
Step 1: Audit Your Job Ads
What to Check:
- Are your job descriptions clear, concise, and jargon-free?
- Do they accurately describe responsibilities and outcomes?
- Is your language inclusive, welcoming, and easy to understand?
How to Fix:
- Rewrite confusing job ads with straightforward language.
- Focus on outcomes rather than vague responsibilities.
- Use bullet points to structure information clearly.
Step 2: Review Your Interview Process
What to Check:
- How many stages does your interview process have?
- Are the stages clearly communicated upfront?
- Do candidates know what to expect and how long it'll take?
How to Fix:
- Limit the interview process to three stages or fewer.
- Clearly outline each step and expected timelines upfront.
- Regularly communicate with candidates about where they are in the process.
Step 3: Assess Your Follow-up Protocols
What to Check:
- Do candidates frequently wait too long for feedback?
- Is there a pattern of ghosting candidates after interviews?
- Do you have automated systems to manage consistent follow-ups?
How to Fix:
- Implement a policy for timely communication (ideally within 48 hours).
- Automate emails to ensure candidates always receive updates.
- Train your team to consistently provide clear communication.
Step 4: Evaluate Feedback and Rejection Processes
What to Check:
- Do your rejection emails feel impersonal or rushed?
- Are candidates getting specific, constructive feedback?
- Is feedback delivered respectfully, preserving relationships?
How to Fix:
- Provide tailored feedback that helps candidates improve.
- Use empathetic, personalised language in rejection communications.
- Remember to nurture your talent pipeline—today’s rejected candidate could be tomorrow’s hire.
Step 5: Verify Your Benefits and Flexibility Claims
What to Check:
- Are the benefits and flexibility advertised genuinely reflected internally?
- Do your policies and actual practices match your promises?
- Do candidates clearly understand what your version of flexibility entails?
How to Fix:
- Clearly define and document your flexibility policies.
- Ensure internal alignment so promises match reality.
- Provide real-life examples during the recruitment process to demonstrate authenticity.
Take Action: Complete Your Candidate Experience Audit
Improving your candidate experience isn't just good practice - it's essential for attracting and retaining great talent. By proactively auditing and refining your hiring process, you'll create smoother journeys, happier candidates, and stronger employer branding.
Your next great hire might be just around the corner - make sure your candidate experience doesn't stand in their way.
