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How does the candidate experience affect your recruitment process?

There are two parts to every selection process. On the one hand, we have the company, whose objective is to find the best candidate in the shortest possible time. On the other hand are the applicants, who hope to get a job and, at least, live an experience that is as positive as possible for them even if they are not chosen. experience and the selection process go hand in hand to have a different result.

Filling a vacancy is neither quick nor easy And, as companies realize this, they begin to understand the importance of being able to attract talented candidates to their selection processes. Also How does turning recruitment into a procedure that is pleasant for those who are participating in it influence this? Let's see to what extent and how the feelings experienced by candidates influence the success of a company's selection process.

Table of Contents

A bad candidate experience destroys the efforts invested in employer branding

More and more organizations are working on the employer branding. They want to become a good place to work, earning the loyalty of its employees and preventing them from wanting to go elsewhere to provide their services.

The image of the company as an employer directly influences its workforce, but it also has a direct impact when it comes to attracting candidates to their selection processes. If someone has references that in a certain place they take good care of their employees, they will not hesitate to send their application as soon as they see a job offer.

On the other hand, if someone who is looking for a job has seen an advertisement for an entity from which they have received bad references about their treatment of employees, no matter how much they need the job, it is most likely that they will not send their resume. .

Working on employer branding as one more part of the image that the brand transmits is very good. But the image to be conveyed must coincide with the actions that are put into practice, or reputation will be damaged.


Let's suppose that a company has become popular because it treats its employees very well: it offers them opportunities to develop their professional career, flexible hours, it has a daycare check, it extends maternity/paternity leave... With this, it will be able to attract talented candidates. to their selection processes, but you will not be safe from being ghosted.

No matter how good what awaits someone after the hiring process, if the experience they live before is not positive, there are many possibilities that you will abandon the selection process.

Let's say that company we just talked about receives 300 resumes for the job opening you just posted, because it has such a good reputation that everyone wants to work for it. But a month goes by and no candidate has any news on how the process is progressing. Later, when applicants are called for a personal interview, no flexibility is offered at all, and they are even kept waiting for more than 45 minutes before the meeting. This treatment does not match at all with that good image that the company has. The result? Talented candidates will be disenchanted and think that everything they have heard is a lie, because they are not being treated well. So many of them will leave the selection process voluntarily and without warning.

In the end, all the time and effort invested by the company in improving its employer branding loses its meaning. LThe applicants are going to leave with a bad taste in their mouths.

The experience and the selection process influence the duration 

As we have just seen, when the candidate is not satisfied with the treatment he is receiving, he has a tendency to disappear from the selection process without a trace. And it may happen that between those who give up were the person who was ideal to fill the vacancy.

The direct effect of this is that the It will take a long time for the company to find the most suitable profile for each position. It does not matter that at first you have been able to attract many talented people to your selection process, if you do not manage to keep them in the same process until the end (except those that are being discarded by the entity itself), you will have just as much trouble filling the vacancy as an organization that barely receives a couple dozen resumes.

Therefore, a good candidate experience is essential for the recruitment is carried out in a much more effective and fast way. In this sense, we cannot forget that every day that the position is not filled company is losing money and decreasing its productivity.

In addition, if it reaches the point where the selection process must be closed to open it again later, the cost is multiplying.

applying some simple steps to improve the candidate experience The selection process is improved both in efficiency and speed, which means a significant saving of money for the company.

It affects the reputation of the company

When a candidate has a good experience in a selection process, it is very likely that they will discuss it with their closest environment. It is even possible that they leave a public record (social networks, specialized forums, etc.) that they have felt well treated by the company, although they have not finally obtained the position. This directly affects its reputation.

If the experience has been negative, we can be almost 100% sure that the person affected will talk about it with everyone who is willing to listen. While a bad review is not particularly important, when negative reviews start to grow, those who read them tend to think that there is a lot of truth in what those who share their experience are commenting. This will cause the entity to notice a decrease in the number of applicants for their job vacancies.

We cannot ignore that the vast majority of people who are looking for a job seek information about companies they want to apply for as a candidate. If the opinions they find are not good, most will decide to continue their job search elsewhere. The fewer applicants who apply to fill the vacancy, the more difficult it will be to find the ideal profile and the longer it will take to achieve it.

Also, having a bad reputation at any level directly affects a company's ability to generate profit. If consumers start to hear rumors that a certain organization is not treating people who apply for their job offers well, a good part of them might decide to stop being a customer. LConsumers increasingly give more importance to issues such as corporate social responsibility.

The experience and the selection process impact the adaptation process

Of all the candidates that have been presented to the process, only one of them will be chosen for the position. How your experience has been during recruitment will also depend on your adaptation to the company.

In the event that the feelings that the organization has transmitted to the applicant are not positive, we can find that, when choosing a person and offering them the position, they end up deciding that they do not want it.

If this is already bad in itself, there is something that is even worse: that person accepts the position and then does not adapt well. It is difficult for companies to overcome that first impression they make on people. If the experience during the selection process has not been positive, the new employee will not be completely comfortable with their new position and may find it difficult to adapt. In fact, if the experience is not positive during your first days of work either, there is a high percentage of possibilities that you will end up voluntarily resign your position, which would force the company to start the selection process again.


Ultimately, the circumstances that make the candidate's experience less than positive give rise to phenomena such as:

  • an increase in expenses for the company
  • the difficulty in filling vacancies
  • deterioration of brand reputation
  • an inadequate work environment
  • a lack of adaptation to the position and the organization.

The key to avoid this is through be clear about the aspects that influence the sensations experienced by applicants during the selection process, to try to improve them as much as possible. In this sense, it should be remembered that the candidate's experience covers different points:

  • Job announcement.
  • Job search (places where the job offer is published).
  • Job application.
  • communications.
  • interviews.
  • Feedback.
  • Relationship with the candidate.

The more work is done to improve these aspects, the more positive the experience of those who take part in the selection process will be, and the fewer those negative effects that we have indicated before will be produced. Therefore, it is clear that improving the candidate experience is something absolutely necessary for all companies.

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