There is no shortage of stories about candidates having a great interview with a company, having a good expectation they could get hired and then NOTHING. They hear nothing from the company for weeks, if anything.

According to our Toronto recruiters, the way you treat job candidates, even the ones you don’t hire, can have a big impact on your reputation and employer brand. If you develop a reputation for treating candidates poorly, people will become hesitant about applying for jobs with your organization.

Here are three effective ways to improve your candidate experience:

1. Communicate Better

No one likes to be left in the dark, especially candidates who have applied for a job. Keep your candidates well informed about next steps. Tell them what they can expect and when you will communicate with them. People appreciate knowing what comes next.

2. Make It Simple for Candidates to Find Information

Candidates research your company before they choose to apply for a job. They are looking for information about your company culture, jobs, and what it’s like to work for your company. You can easily improve the candidate experience by making it easy for them to find the information they are seeking.

Create a robust careers section on your website. Provide information about your company’s core values, company culture, why they should work for the company and information about what current employees have to say about working for your organization.

Providing this important information can help candidates better understand if it’s a job they want and if they think they will be a good fit. The result is more qualified candidates who also have a strong understanding of the job.

3. Give Candidates the Opportunity to Show What They Can Do

A phone interview and short in-person interview will not tell you a lot about a candidate. Often times, many candidates feel as though they didn’t have enough of an opportunity to showcase their skills and knowledge. Adding more testing and assessments is a key way to give candidates more opportunity.

Samantha McLaren on LinkedIn Talent Blog, explains:

“Building skills tests and predictive assessments into the screening and interview process can help. This shows candidates that you’re truly committed to seeing what they have to offer, increasing the perception of fairness — while also providing you with deeper insights into their abilities.”

More Tips From Toronto Recruiters to Improve Candidates’ Experience During the Hiring Process

5 Reasons Why You Are Getting Ghosted by Candidates

4 Simple Ways to Improve the Candidate Experience

4 Benefits of Using Candidate Skills Tests During the Recruitment Process


IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Bruce Powell Executive Search

Bruce Powell

Bruce co-founded IQ PARTNERS in 2001 and currently operates as Managing Partner. His personal background includes hands-on management experience in sales, marketing and marketing services. He has built management teams for a wide variety of marketing, communications, media and technology companies. He has also participated in several M&A transactions for service-based companies and is frequently called upon as a resource in the planning and negotiation of such deals.

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