How to improve candidate experience for better hiring

Finding the right talent is more than just a numbers game – it is about the lasting impression you leave on every person who interacts with your brand. In a competitive market, a poor recruitment process does more than just lose you a single hire; it can actively damage your reputation and deter future stars from ever applying.

Why candidate experience matters in the modern workplace

Most people leaders recognise that the recruitment process is the first real window a potential employee has into your company culture. If that window is dusty, cracked, or difficult to open, they will likely keep walking. Improving the candidate experience is no longer a 'nice to have' – it is a core business strategy that impacts your bottom line and your ability to scale. When we talk about candidate experience, we are referring to the collective feelings, behaviours, and attitudes a job seeker has during the hiring process. This spans from the moment they see your job ad to the day they either start their new role or receive a rejection.

Research consistently shows that candidates who have a positive experience are more likely to apply again, refer others, and even continue buying your products or services. Conversely, a negative experience can go viral. With platforms like Glassdoor and LinkedIn, a single frustrated applicant can influence hundreds of others. By focusing on empathy and clarity, we can transform recruitment from a transactional hurdle into a relationship-building exercise that reflects the true values of Compono and your unique team.

Mapping the recruitment journey with empathy

To improve the experience, you first need to understand where the friction points lie. Put yourself in the shoes of a job seeker. They are often balancing their current role, personal life, and the vulnerability of putting themselves forward for a new opportunity. A little empathy goes a long way in making them feel valued rather than just another resume in a pile. Start by auditing your application process. Is it mobile-friendly? Does it require them to re-enter information already found on their CV? High-performing teams often find that reducing the initial 'hoops' increases the quality of the talent pool. People who are currently employed – often the most desirable candidates – have very little patience for clunky, outdated software. At Compono, we believe that understanding the human behind the application is key. Using tools like a work personality assessment early in the journey helps candidates feel understood. It signals that you care about their natural preferences and how they will fit into the team, rather than just their technical skills on paper. This immediate value-add makes the process feel more personalised and professional.

The power of clear and consistent communication

If there is one universal complaint from job seekers, it is the 'recruitment black hole'. This is the silence that follows an application or an interview. To improve candidate experience, communication must be frequent, transparent, and timely. Even if the news is that there is no news, a quick update keeps the relationship warm. We recommend setting clear expectations from the outset. Your initial automated response should outline the next steps and the expected timeframe. If the process is going to take three weeks, tell them. If there are four stages of interviews, let them know. Transparency reduces anxiety and builds trust before the first conversation even happens. Personalisation is the next level of communication. While automation is necessary for scale, the further a candidate moves through your funnel, the more human the interaction should be. Using Compono Hire, recruitment teams can manage these touchpoints efficiently, ensuring no one falls through the cracks while maintaining a high standard of professional courtesy.

Designing an interview process that respects time

Interviews are the most high-stakes part of the candidate journey. They are also where most organisations fail to impress. A disorganised interview – where the panel hasn't read the CV or asks repetitive questions – tells the candidate that your internal processes are likely just as chaotic. Respecting their time is the ultimate form of professional respect. Prepare your interviewers. Ensure everyone on the panel knows their role and the specific competencies they are testing. This prevents the candidate from feeling like they are repeating the same 'tell me about yourself' story four times. It also allows for deeper, more meaningful conversations about the role and the team dynamics. Consider the different personality types you are interviewing. For example, The Auditor might appreciate a highly structured interview with clear, factual questions, whereas The Pioneer might thrive in a more fluid discussion about future possibilities. Adapting your style to the candidate shows a level of sophistication that sets your brand apart.

Providing value through constructive feedback

One of the most effective ways to improve candidate experience is to provide genuine value, even to those you don't hire. Most people spend hours preparing for interviews; the least we can do is provide a reason why they weren't the right fit this time. Generic 'thanks but no thanks' emails are a missed opportunity to leave a positive impression. Constructive feedback helps candidates grow. When you provide specific insights – perhaps they lacked a certain technical skill or their work personality didn't quite align with the current team gap – they leave the process with a sense of closure and respect for your organisation. This is how you turn unsuccessful applicants into brand advocates. At Compono, we’ve seen that when companies share personality insights back with the candidate, the 'rejection' feels more like a coaching moment. It provides them with a better understanding of their own strengths and where they might shine in a different role. This level of care is rare and highly memorable in the current job market.

Leveraging technology to humanise hiring

It sounds like a contradiction, but the right technology actually makes the recruitment process more human. By automating the administrative heavy lifting – like scheduling, data entry, and status updates – you free up your people leaders to spend more time actually talking to candidates. Technology should be the bridge, not the barrier. Use a platform that centralises communication and provides a clean, intuitive interface for the applicant. When the 'digital front door' of your company is easy to walk through, candidates arrive at the interview stage feeling positive and engaged rather than frustrated by a buggy application form. Our research into The Compono Culture, Engagement & Performance Model shows that the foundations of a high-performing team are laid during the hiring phase. By using data-driven insights to match the right person to the right role, you aren't just filling a seat; you are ensuring long-term success for both the individual and the business.

Key takeaways for improving your process

• Audit your application for friction – keep it short, mobile-friendly, and intuitive.

• Communicate early and often – eliminate the 'black hole' with transparent timelines.

• Respect candidate time – prepare your interview panels and avoid repetitive questioning.

• Provide value – offer constructive feedback and insights to unsuccessful candidates.

• Personalise the journey – use personality data to understand the human behind the CV.

Where to from here?

• Explore: Compono Platform

• Talk to an expert: Book in a 15-minute chat to get a walkthrough of Compono.

Frequently asked questions

How does a good candidate experience affect employer branding?

A positive experience turns candidates into brand ambassadors who share their journey with their network. This builds a reputation as an employer of choice, making it easier and cheaper to attract top talent in the future.

What is the most common mistake in candidate experience?

The most frequent error is a lack of communication. Candidates invest significant time into applications and interviews; failing to provide updates or feedback creates a sense of disrespect that lingers long after the process ends.

Should I provide feedback to every person who applies?

While personalised feedback for every initial applicant is difficult at scale, anyone who reaches the interview stage should receive specific, constructive feedback. For earlier stages, clear automated updates are the minimum requirement.

How can I measure my current candidate experience?

The best way is to ask. Send a short, anonymous survey to candidates after the process – including those you didn't hire. Look for trends in application ease, communication quality, and interview professionalism.

Does technology make the recruitment process too cold?

Not if used correctly. Technology should remove the 'busy work' like scheduling, which actually allows recruiters to have more meaningful, human conversations. It’s about using tools to enhance, not replace, human connection.