The Secrets of Successful Hiring, Part 4: Candidate Experience Is a Competitive Advantage
Many companies still treat recruitment like a filtering process: post the job, screen the applicants, and choose the best one.
But the best hiring organizations know something others miss: your recruitment process is also your reputation.
In a market where top talent is scarce, candidate experience can make or break your ability to hire.
Why candidate experience matters more than ever
According to a CareerBuilder survey, 78% of candidates say the overall experience they receive is an indicator of how a company values its people.
And the consequences of a poor experience are real:
72% of candidates share negative experiences online or with their network
58% are less likely to buy from a company that treated them poorly as applicants
In Finland, Barona's 2023 jobseeker report showed that:
Only 1 in 3 candidates feel they receive enough feedback during the process
Response delays and lack of clarity were among the top reasons for dropping out
That’s not just bad for employer branding. It’s a business risk.
What creates a strong candidate experience?
🩷 Clear and honest communication at every stage
🩷 Feedback loops – even (and especially) after rejection
🩷 Reasonable timelines and transparency
🩷 A respectful and human tone – no ghosting, no AI-only replies
🩷 Consistency between the company’s words and actions
At DreamIt, we’ve seen firsthand how thoughtful candidate experience impacts not only who accepts your offer – but who even applies in the first place.
When you treat every candidate as a stakeholder, you:
- Increase your reach and referral potential
– Build credibility in your field
– Attract people who actually align with your values
What most companies still overlook
💡 Candidate experience isn’t just about the applicants – it influences your entire talent ecosystem. Former candidates often become future hires, referrers, customers, or even investors. Every interaction shapes that potential.
💡 Neurological studies show that rejection activates the same brain regions as physical pain. When candidates feel ignored or misled, the emotional imprint is lasting – and affects how they talk about your brand.
💡 Mobile-first application abandonment is skyrocketing. A 2024 Finnish candidate experience study by Duunitori found that more than 60% of applicants abandon applications if they take longer than 15 minutes or require logging in. Simplicity is no longer a nice-to-have – it’s hygiene.
Ask yourself:
Would I apply to my own process?
Do we explain clearly what’s next – and why?
Do we follow up when we say we will?
Do we treat each interaction as part of a long-term relationship, not a one-off transaction?
Candidate experience isn’t just kindness – it’s strategy.
It’s one of the clearest signals of your culture.
This blog post is part of our five-part series: The Secrets of Successful Hiring.
👉 Read Part 1: Start with Clarity – Not a Job Ad
👉 Read Part 2: Timing Is Everything – Why Urgency Kills Quality
👉 Read Part 3: Culture Fit – Or Is There a Better Term?
Part 5: The Best Hires Are Built – Not Just Found → Coming soon.
Want to turn your hiring process into a competitive edge? Let’s talk about what great candidate experience looks like in action.
