Recruiters are highly familiar with the candidate experience and the importance it holds in the recruitment process. Among the numerous duties and responsibilities that recruiters need to prioritize, candidate experience is one of our main focuses.
How important is the candidate experience and what short or even long-term effects does it have on a company? Let’s dig further into this.
The candidate experience consists of two components: perception (perceived experience) and interaction (the “actual” experience). These two components are on behalf of the job seeker and it is up to the company to shape what that will be like for the candidate – or rather, how they will experience it.
It begins from the very beginning once the candidate applies up to the very end of their journey as a hopeful employee.
How important is the candidate experience and what short or even long-term effects does it have on a company? Let’s dig further into this.
The candidate experience consists of two components: perception (perceived experience) and interaction (the “actual” experience). These two components are on behalf of the job seeker and it is up to the company to shape what that will be like for the candidate – or rather, how they will experience it.
It begins from the very beginning once the candidate applies up to the very end of their journey as a hopeful employee.
