In June, 44% of recruiting employers reported difficulty filling vacancies. That figure reinforces an important point: recruitment outcomes are influenced not only by the number of candidates available, but by the quality of the organisation’s engagement with them.

Hiring managers play a central role in that experience.

Candidates notice whether the manager understands the role, can explain its challenges and provides realistic information about expectations, culture and decision-making. They also notice generic interview questions, conflicting messages and limited follow-up.

A strong interview should assess the candidate while also giving them confidence that the organisation knows what it needs and is serious about the appointment.

Candidate experience is not something that occurs around the assessment process. It is part of the assessment process and can materially affect whether the preferred candidate ultimately accepts.

The organisations that consistently attract top talent recognise that every interaction matters. From the first interview through to the final offer, candidates are forming opinions about leadership, culture and the organisation’s ability to make decisions. A positive experience not only improves the likelihood of securing the preferred candidate, but also strengthens your employer brand in a market where candidates regularly share their experiences with others.

“Candidates may forget the questions you asked, but they’ll remember how your organisation made them feel throughout the process.”

By Angela Macpherson, Operations Manager, Eden Ritchie Recruitment

Contact us to see how we can find you the perfect candidate – before someone else finds them first!