What is candidate experience?
We talk about candidate experience to designate all of the emotions, impressions and feelings that a candidate develops during the recruitment process, until they are hired. Indeed, it is during his various interactions with the company that he will form an opinion on the behavior of the employer, and decide whether he is ready to collaborate with him.
What are the challenges of the candidate experience in 2025?
Stand out from the competition and attract talent
57.4% of recruitments are considered difficult according to a recent France Travail survey. The reasons? Candidates, and in particular those who have sought-after expertise, are increasingly careful and demanding when it comes to the recruitment process offered by companies: duration, contacts, stages, simplicity of tools, communication.
Providing a positive candidate experience
No more arm-length application forms, inhuman interactions and generic emails. To be positive, the recruitment experience must be engaging, simple and immersive. Candidates want companies to treat them as equals and personalize interactions as much as possible.
Take care of your employer image
58% of applicants say they share their negative experience (2024 candidate experience barometer). The reputation of the company can then deteriorate very quickly.
Support growth
Candidate experience and turnover are linked: 27% of applicants who have had a bad experience reduce or stop purchasing the company's products or services. 30% of 25-34 year olds are even ready to boycott them (2024 barometer).
Virgin is a good example: the group lost 5 million dollars per year! So, what are the best practices to implement to take care of and improve your candidate experience?
#1- Optimize your career site
One of the first things candidates do before applying for a job offer is to visit the company's career site. By sharing up-to-date information about your activity and the life of your company, you give them an objective and precise vision of what their daily life would look like if they joined your ranks.
What types of content should you highlight on your career site?
- Your job offers (updated, of course!);
- Presentations of your professions;
- A video from the manager who explains the vision and ambition of the company;
- Your values and your CSR commitments.
#2- Simplify and streamline the submission of applications
The candidate must re-enter the information contained on their CV in your form to be able to submit their application? He cannot download his cover letter and must copy/paste it into a text space, but its content exceeds the number of words allowed? These may be details for you, but for applicants they are real obstacles that discourage them.
So take care to audit your process and simplify it as much as possible to avoid losing qualified profiles.
#3- Structure your job offers to make them attractive and clear
To find a job, 91% of candidates consult advertisements. To stand out from your competitors, your ad must be clear, readable and structured. Some tips to achieve this:
- Paint a portrait of your persona. Concretely, what is his personality? What are his soft skills? What are their expectations regarding the position and working conditions? What are the main problems he encounters in his job search? What are his past experiences?
- Précisez le contexte du recrutement ;
- Mention (if possible) a salary range. 9 out of 10 candidates want to know the salary before applying for a job offer;
- Detail the missions associated with the position. What are the objectives/projects of the position? With which people will the employee be in contact? What are the work tools and rituals?
- Opt for a dynamic introduction. Instead of starting with a presentation of your company, prefer questions that are addressed to candidates in a way that helps them understand the position and the company (e.g.: ecological issues are important to you? Are you looking to have an impact positive? Join our responsible bank!).
#4- Organize a “questions/answers” between candidates and collaborators
Who better than your employees to answer candidates’ questions? In the digital age, it is easy and inexpensive to organize a live video via your social networks where your employees answer candidates' questions about the company culture, remuneration policy, CSR commitments, operations teams.
The ideal? Invite one or more employees from the recruiting departments to answer candidates’ more “operational” questions and share their experience. Of course, it is a practice that requires organization: framing the exchange, identifying sensitive subjects and explaining the reason when an answer cannot be given.
#5- A chatbot to answer frequently asked questions from candidates
Chatbots are increasingly used by HR professionals. These conversational robots are programmed to answer candidates' frequently asked questions, thus providing them with support when applying or finding out more about the company.
Some programs go further. Using AI and Machine Learning Process, the most advanced chatbots are able to ask factual questions to candidates, thus assessing their potential in relation to the position to be filled. They then put the best profiles in contact with the recruiter. The candidate experience is personalized.
#6- Share useful resources for applicants
A good candidate experience is based on sharing key information. The possibilities for giving value to applicants are numerous:
- A guide to download to provide recruitment advice and best practices to candidates before a job interview;
- A newsletter with expert advice to stay up to date with the latest news related to your professions and your sector of activity;
- An overview of your onboarding journey;
- Information about your products and services.
#7- Create an immersive journey through the company’s premises
What will my future office look like? Will I work in an open space? Are the offices bright? Is there a food area? So many questions that candidates ask themselves and which you can answer by organizing a virtual visit.
A choice that Deloitte has been making for several years. And suffice to say that the group is a past master in this field! The virtual tour begins with a scene at the airport where visitors choose their destination - Beijing, Shanghai or Hong Kong. Then, candidates “fly” to that city and arrive at Deloitte’s local virtual office, where they can talk to employees, allowing them to get a feel for the company culture.
#8- OuiLive, the all-in-one platform for a unique candidate experience
With our HR gamification platform, you have access to our library of interactive and fun content: quizzes, educational information, challenges and connected challenges: everything is fully customizable to meet your needs. For talents, the immersive experience that we offer through our challenges is innovative and engaging. It also allows you to strengthen your employer brand by talking about your jobs and the DNA of your company in a fun and dynamic way.
Curious to know more? Request your free demo now!
