9 Telling Candidate Experience Statistics That Can Help Refine Your Hiring Process

Whether or not a candidate ends up working with you, their journey with your company through the hiring process will leave a lasting impression. These stats can help you optimize the candidate experience for your applicants, ensuring great word of mouth and a happy overall encounter.

1. 71% of candidates do their own research before applying to a company

The vast majority of candidates will research your company before they apply. That means they’ll be looking at your website, LinkedIn Company page, employer reviews, and other employer assets prior to submitting their application. Make sure your materials are up to date and contain information that’s helpful, welcoming, and pertinent.

2. 75% of candidates respond positively to job descriptions that use generic language, as opposed to more casual or formal tones

Candidates have a sixth sense for tone, and the one you choose for your job descriptions can cause them to draw the wrong conclusions about your company. If a job description contains a lot of emoticons or hashtags, or seems overly casual in some way, you run the risk of making your company look unprofessional. In contrast, job ads packed with jargon and buzzwords can sound stiff — and may even intimidate some candidates. Try making your job descriptions as straightforward and professional as possible, finding the right balance of being serious, friendly, and informative. 

3. 61% of candidates want to see compensation shared in a job description

Compensation may not be everything, but it’s a key factor in deciding whether to apply for a role. Some recruiters mention salaries during an initial screening, which is a good start. But including a salary number or range in the job description itself saves everyone time — and prevents the frustration of having a candidate work their way through the application process, only to discover in the end that the compensation doesn’t meet their expectations.

4. 67% of candidates value a more empathetic tone in diversity, equity, and inclusion (DEI) statements

By now, most applicants are accustomed to reading generic statements on how much diversity matters to a company. But if you make sure your DEI statements both convey empathy and showcase actions, you show candidates specifically how much DEI matters to your company — and it gives you a chance to stand out among employers. 

5. 74% of candidates look for opportunities to present their knowledge, experience, and skills during the hiring process

Candidates get as excited about learning new things from a role as they do about applying what they’ve already learned from past jobs and other experiences. By giving a candidate the opportunity to demonstrate their know-how throughout the interview process, you can show how they’ll be challenged in a serious role, while also signaling that you’re interested in their particular expertise and skill set.

6. 48% of candidates respond positively to receiving interview information ahead of time

All candidates want to do well in their interviews. To help them along, let them know who they’re talking to ahead of time, what’s to be discussed, and what they might be expected to know. By being transparent with this information, you’ll be showing a candidate that you take their time seriously, and are able and willing to set them up for success. Consider informing the candidate about how the interview process will look — including how many interviews they should expect to take part in and with which interviewers they’ll be talking to — as well as whether candidates will be compensated for interviews and tests. 

7. 52% of candidates who were given feedback were more likely to continue a relationship with the company

Regardless of how an interview went, candidates like to receive feedback on how they did. By taking some time at the end of the interview day to inform a candidate about what went well and how they can improve, you’re not only preparing them for their next interview, you’re handing them lifelong career skills. What’s more, giving constructive feedback can help optimize a candidate’s perception of your company and open the door for them to continue a relationship with you — even if they don’t get hired.

8. Only 7% of candidates receive a phone call from a recruiter or hiring manager about a rejection

Rejections can be tough, but you can ease the candidate’s disappointment by giving them a call to break the news. It can be tempting to let an automated email do the heavy lifting, but phone calls or even a personalized email from a hiring manager can show the candidate you care about the time and energy they’ve invested into your company.

9. 49% of new hires receive a call from a hiring manager prior to their start date

Once a candidate has accepted your offer, it’s time to show them a stellar onboarding experience. When a hiring manager calls a new hire before their first day on the job, they have a chance to say how excited they are to welcome them to the team. You can also use this as an opportunity to let the new hire know what to expect their first week and field any unanswered questions they might have about the role in general.

Final thoughts

From a candidate’s perspective, applying for any job is a significant investment in time and attention. Optimizing the details outlined above can boost the candidate experience, making that investment feel worthwhile — while also further enhancing your employer brand. 

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