10 things hiring managers should know about the candidate experience

10 things hiring managers should know about the candidate experience


The candidate experience is the result of your company’s culture. It is important that you hire an employee who will fit into your team and contribute to its success. The candidate experience affects the company's reputation long term so it's very important that you hire the right person for your organisation.

Don’t waste time.

One of the worst things you can do as a hiring manager is waste time. If a candidate has written an application, there’s no reason to ask questions that are not relevant to the position. If they have already answered those questions in their resume or during the interview process, there is no need for further discussion on them. Additionally, if you know how and where to find information about a candidate through Google searches or other resources (e.g., LinkedIn profiles), don’t waste time asking questions which could have been easily looked up by the applicant themselves!

Candidate must answer specifically and not generally

If a candidate answers with a general statement, it’s likely that they haven’t done their research on the position or company. They may also be trying to sound good by saying something vague so as not to hurt their chances of getting hired. If you want someone who truly knows what they are doing for your business, ask them questions directly about their experience in the field and how they would approach it if hired at your company. Ask questions that assess their knowledge of the position. If you’re hiring someone as a salesperson, ask them how they would sell something to an angry customer who is upset that their product broke down after just three uses. If you want someone on your team who can really get things done, ask them about an example in which they were able to successfully manage multiple projects at once and how they managed those projects so well. If they can’t answer, then they don’t have the experience you need. If they do give specific answers, it will be clear that they know what they are talking about and are not just trying to make things up as they go along.

Ask the right questions.

Don't ask general or "soft" questions like, "What are your strengths?" If you want to know whether someone has the skills and experience necessary for a particular position, then ask an appropriate question that will help determine if they've got what it takes. For example: "In our last hiring process, we looked at candidates who had great attention to detail but also showed initiative when working on projects." This shows that you're looking for someone who can handle both aspects of working in an organisation—and not just one or the other. It also says that while they might be talented as an individual contributor (IT), they'll need additional training before being placed into leadership roles with responsibilities beyond their current scope of knowledge

The questions should not be vaguely asked they should be according to the position applied and related to the work 

The questions should not be vaguely asked they should be according to the position applied and related to the work. If you’re hiring for a sales position, you might want to ask candidates if they have any experience selling anything other than digital content or software like an e-learning course. You’ll also want them to share their thoughts on what makes a good salesperson, so ask about their past experiences with various types of clients in different industries. The more information you can get from each candidate during this phase of the interview process, the better chance you have at landing someone who will be successful in your company environment!

Set expectations correctly.

As a hiring manager, you have the responsibility of setting your candidate’s expectations correctly. While they may be excited to interview with you, they should also know what to expect from the process and why it's important for them to follow through on those expectations.

Here are some tips for making sure your candidates are prepared:

  • Give clear instructions about how long each interview will last and how often candidates should expect phone calls from HR or other employees within the organisation. This can help them prepare for potential delays in communication or unexpected questions that may arise during an interview session.
  • Tell them if there will be any surprises at any point during their process (such as additional rounds of interviews after initial screening).

Focus on communication.

One of the most important things you can do to create a successful hiring process is communicate with your candidates. While this may seem obvious, it's easy for companies to fall into a pattern of not communicating with their candidates or communicating poorly about the process.

A lack of communication can lead to an unpleasant candidate experience—and ultimately, it will also hurt your company's ability to hire top talent. The best way for both parties involved in an interview process (the recruiter and candidate) is through ongoing communication throughout the entire process.

Observe proper etiquette in every step of the process.

  • Be professional.
  • Follow up with an email.
  • Don't be late for an interview, and don't cancel on the spot if you have a bad case of the flu or a family emergency that comes up at the last minute. You want to make sure that you're showing up on time so that your interviewer doesn't think you're unprofessional or unreliable—and they'll remember this when considering whether or not they want to hire you!

Take feedback seriously.

The candidate experience is just as important to the hiring manager as it is to the candidate. Take feedback seriously and ask for feedback from other employees, so you can make improvements that benefit both sides. If you don't take your candidates' experiences seriously, they may leave before a job offer has been made or even apply somewhere else—and then where will you be?

The candidate experience is a reflection of your company culture.

A candidate's experience is a reflection of your company culture. If you want to attract and retain top talent, it's important that you understand how your candidates feel about their experiences with your company.

The candidate experience is a reflection of how the company treats its employees. Does it make an effort to keep them happy? Do they feel respected and appreciated? Is there a sense of camaraderie among all levels of employees or just those working directly for you (i.e., management)? If so, then this shows that internal relationships have been built up over time through positive interactions between each level in the organisation—which should lead directly into better employee retention rates!

The candidate experience affects the company's reputation long term

The candidate experience is also a reflection of your company culture. It shows that you care about your employees and their well-being, which in turn makes them more likely to stick around. If you're looking for someone who can make a difference in the office, this is one thing you want to check off your list before even considering hiring anyone else.


A good candidate experience is key to your company's success. As a hiring manager, you should focus on creating a positive candidate experience that helps you hire the right people and get more referrals from potential hires!

Please visit gretisindia.com/recruitment for more information on how we can help your company hire the right people. We're a recruitment agency with an innovative approach to the hiring process. We understand that your time is valuable, so we make sure that you only have to deal with candidates who are the right fit for your company. Our services include: - Job Posting & Advertorials - Recruitment Marketing & Advertising - Headhunting - Talent Acquisition & Training.

Posted by: Gretis 11th Nov, 2022