How to Improve the Candidate Experience in 2025

The candidate experience is the overall feeling a candidate has about their interactions with the company and hiring team throughout the entire recruitment process. A positive candidate experience provides a competitive advantage for companies to attract talent, maintain engagement with sought-after professionals and increases candidates overall brand perception.

If you are looking at how to improve your candidate experience in 2025, below are 8 ways to get started.

1. Create clear job postings
   A great candidate experience starts with the job posting as this is generally a candidates first exposure to the opportunity. A great job posting should use concise and inclusive language and highlight the main responsibilities of the role, what is required from candidates, and what perks/benefits are offered to interested candidates. Take into consideration what are truly must-haves and be realistic when setting expectations.

2. Streamline the application process
   Keep the application process simple and straightforward by eliminating unnecessary steps. Check to ensure that there are no redundancies in the application process, for example having candidates submit a resume and then asking candidates to complete an application form collecting the same information listed on the resume.

3. Ensure the application process is user friendly
   Test that the career site and application system can be accessed via mobile phones to allow for a more convenient process. Ensure that the page is easy to follow, and instructions are clearly laid out. Also keep in mind that the application systems and careers page should be accessible to individuals with disabilities and should make mention of accommodations offered and how to receive such accommodations.

4. Open and timely communication
   It is important to maintain communication throughout the entire process -notifying candidates promptly on their status, or any delays so they are kept up to date. It is also important to set clear expectations on timelines and communicate this to candidates, so everyone is on the same page.

5. Be flexible
   Recognize that candidates may have work or personal life constraints that can make scheduling interviews more complicated. Offer flexible scheduling by providing the option to attend the interview virtually or scheduling at a convenient time such as after hours or during the lunch hour. Also consider potential time zone complications when scheduling interviews with candidates who are not local.

6. Minimize biases
   Use structured interviews to minimize bias and ensure that each candidate is met with the same questions, so they have an equal opportunity in the interview stage.

7. Training
   Empower your recruitment team and provide ongoing training opportunities so recruiters are up to speed on ways to continually enhance the candidate’s experience.

8. Find a great Recruitment Partner
   By partnering with a great recruitment partner (like Logic Executive Search) for your next hire, our team can help your organization enhance the candidate experience.

Written By: Alex Olivastri
Note: This article is written as an opinion piece from the perspective of a Recruitment Specialist