By building relationships with candidates, communicating openly, and investing in their experience, companies can stand out in a crowded talent market.
By Rebecca Larson
Today’s hiring landscape is becoming more competitive, and there is an increased demand for talent. The rapid pace of technological advancements means companies are no longer just trying to fill roles — they’re also trying to find the right fit for roles. But, because some of these roles may not have existed a few years ago, most organizations are facing talent shortages and skills gaps. In fact, a 2025 report from Workday reports that 51% of business leaders are worried about future talent shortages and only 32% are confident their organization has the skills needed for long-term success.
As companies look for highly specialized talent that can manage new technologies, design innovative platforms, or help implement digital solutions, the competition for available candidates who possess these skills has increased. Additionally, while the shift to remote work has provided companies with the opportunity to tap into a broader, more diverse candidate pool, it has also significantly heightened competition for top talent.
In the past, companies were primarily competing with other local businesses for talent, but now, remote work has opened a global marketplace where organizations are vying for the same skilled professionals from different parts of the world. This means that businesses are no longer limited by geography and can hire the best talent regardless of location. However, this also means that organizations are competing against companies from regions with lower labor costs, as well as global giants that are offering attractive salaries and benefits to lure top candidates. As such, companies must find a way to stand out in a crowded, competitive job market.
While offering things like compensation packages, unique perks, a strong company culture, and opportunities for growth and impact that align with candidates’ values and aspirations is necessary for recruitment, standing out begins with the candidate experience.
Understanding the Candidate Experience
The candidate experience encompasses everything that happens with a candidate during the recruitment process — from their initial interest and application to interviews and the final decision. Not only do each of these stages provide candidates with the opportunity to interact with a company’s people and culture, they also give the candidate a glimpse into how the company operates, helping them see if it’s going to be a good fit for them.
Since the recruitment process is often the first time candidates interact with organizations, ensuring they have a positive experience throughout is critical. With today’s technology, talent acquisition teams can use metrics and real-time feedback to measure the candidate experience at their organization.
Here are some tips for measuring the candidate experience and making the most of a crucial part of the hiring process.
- Gather feedback. Collect feedback from both interviewers and candidates about their experience during the interview process to identify potential areas for improvement.
- Keep an eye on timing. Look at how long it takes to hire someone, how quickly candidates move through each step, and drop-off rates to identify if any part of the process is too lengthy or cumbersome.
- Track acceptance rates. Examine hiring acceptance rates over time. Higher rates can indicate a positive candidate experience.
- Review social media and employer review sites. Monitor comments left on company social media pages and ratings on platforms like Glassdoor or Indeed to learn more about how candidates view the interview process, communication levels, and their overall experience.
Common Missteps in Hiring New Talent
A negative candidate experience can hurt an organization’s ability to remain competitive and may contribute poorly to its brand image. In order to hire top talent, it’s important to avoid the three most common missteps talent acquisition teams make.
- A lengthy or unclear recruitment process. Leaving candidates in the dark about their application status or generating any uncertainty about the interview process and its timelines can result in deep frustration for candidates.
- Poor communication. Failing to provide timely feedback or updates through the interview process can cause many difficulties for candidates. Whether or not they move forward in the recruitment process, providing clear and consistent feedback shows that their time and effort were respected. When companies fail to communicate effectively, candidates may feel undervalued or ignored, leading to a negative perception of the employer and potentially damaging the company’s reputation.
- Overcomplicating the application process. Application processes with excessive forms, redundant steps, or unnecessary requirements can significantly discourage potential candidates and may even lead to high drop-off rates. This can result in candidates feeling discouraged, frustrated, or overwhelmed before they have the chance to showcase their qualifications, which may lead them to other companies.
Creating an Exceptional Candidate Experience
While it’s important to know what recruitment practices to avoid, it’s even more important to know what processes to focus on. Create or implement a system that ensures a positive candidate experience for everyone — from the application form, to regular communication, to fostering relationships during and after the interview, each element matters.
When developing a system for the hiring team, first ensure a smooth, user-friendly application process. The application may be one of the first impressions a candidate has about how the company operates, so make sure it’s something that draws them in rather than pushes them out. Provide easy access to information about the role, company, mission, and expectations on both the website and hiring portal. Take time to review the application form for any complicated or confusing questions or requirements and rephrase or remove them.
Next, provide consistent and transparent communication. Help the candidate feel valued, respected, and informed at every step of the process. Talent acquisition leaders should put themselves in the candidate’s shoes — remember that interviewing can be a stressful experience, so be sure to acknowledge it. Supporting them while also modeling good behavior can go a long way in influencing their decision to continue the process or drop off.
In tandem with steady communication, never treat a candidate like “just another resume.” It’s important to recognize that each candidate is an individual with unique skills, experiences, and aspirations. Take the time to understand who they are beyond their resume. Actively listen to them and be genuine in follow up communications.
Finally, build the relationship beyond the interview stage. The recruiter’s job shouldn’t be “done” after the interview process is complete. Instead, work to build a relationship with prospective candidates that extends beyond the interviews. This creates a pipeline for future hiring, providing talent leaders with a rolodex of great candidates to reach out to when opportunities open down the line.
Standing Out in a Competitive Market
Standing out in a crowded job market is important for hiring skilled talent. Talent acquisition teams need to be cognizant of common missteps recruiters make and actively work to avoid them. More importantly, they need to build meaningful relationships with candidates, understand their passions, and invest in their experience. By helping candidates have a positive experience, they can find the right people to fit their company’s open roles and help the organization remain competitive in today’s ever-changing market.
Rebecca Larson is senior director of talent acquisition at Cambium Learning Group.
