A five-minute scroll through LinkedIn will tell you just how tough the job market is right now. Posts bemoan fake or ghost job listings, lack of response or engagement from recruiters, tedious use of ATS platforms, onerous interview processes, and an over-reliance on AI for initial interviews. The list goes on.

But surely, when candidates are interviewing with businesses that specialise in recruitment, these issues don’t happen… right?

The truth is, 2025 has been another challenging year for the search industry. Yet hiring continues—and candidate experience remains a critical differentiator. It not only impacts hiring success, but also shapes employer brand and long-term retention.

Why Candidate Experience Matters

Recruitment professionals agree that a positive candidate experience can:

• Increase the likelihood that top talent accepts an offer.
• Strengthen an employer’s reputation—candidates often share positive feedback even if they don’t get the role.
• Reduce dropout rates, especially in competitive sectors.

Conversely, poor experiences—such as slow communication, unclear processes, or overly lengthy interview stages—can drive candidates away. Around 60% of applicants abandon applications if the process is too complicated or time-consuming (Technojobs).

Yet, these mistakes still happen. Here’s what we see.

Key Stages of the Candidate Journey

Attraction – Many introductions start with an informal meeting, often seen by hiring managers as a “chemistry” check. But if a candidate has taken time out of their day, they expect more than cultural anecdotes and success stories. The best firms provide relevant, tailored information upfront.
Interviewing – Once formal interviews begin, transparency is everything. Unexpected extra rounds after a “final” stage are often perceived as stalling, indecision, or a lack of interest—and they can kill momentum.
Decision & Offer – It sounds obvious, but a quick turnaround after the final interview is critical. Too many firms reach this stage without having structured the offer in advance.
Onboarding – Often overlooked, onboarding plays a huge role in cementing a positive impression and tapping into the new hire’s referral network.
Communication – This is crucial throughout. Remember, many of your candidates work in recruitment themselves—they know what good looks like and are assessing you as much as you’re assessing them.

How to Go the Extra Mile

Attraction – Create marketing collateral such as an “About Us” pack that includes service overviews, authentic employee stories, and clearly defined progression routes.
Interviewing – Outline the process from the start. If there are eight interviews, a case study, or personality testing—say so upfront.
Decision & Offer – Have the offer ready before the final stage. Maintaining momentum can be the difference between a “yes” and losing the candidate to a competitor.
Onboarding – Provide a pre-start document outlining what to expect in the lead-up to day one and during the first weeks. Candidates consistently give positive feedback on this.
Communication – Assign an internal process lead to guide the candidate between stages, help them prepare, and address concerns before they arise.

More questions? Contact Dan Flynn or Daniel Close to arrange a conversation.