If a poor hiring experience can cost businesses money, talent, time and even consumer goodwill, what do hiring managers and recruiters need to know to get ahead of the problem?

Structure your interview process. A structured process is the most efficient and effective way to conduct interviews. Each interview has a specific purpose and questions don't overlap–ensuring you gather the information you need to make a decision. Also, hiring managers are only having as many interviews as they need, and candidates don't have to repeat themselves.

Communication is key. Candidates should feel like they're dealing with a confident and informative organization. From job descriptions and online applications to interviews up to the final job offer, candidates should consistently be informed throughout the hiring journey and know what to expect next. Even a notification alerting a candidate that his or her resume has been received goes a long way.

Align the experience with company values. Introduce candidates to more than just the hiring manager. Seeing a broader picture of the company is highly valuable for a candidate because the reality is that they're joining the whole company, not just the manager. Proactively introducing candidates to cross-functional partners, members of ERGs, culture clubs, affinity groups and even C-suites when appropriate can not only showcase your company's values in action, but create a personal experience that stands out within a candidate's recruiting journey.

Be honest and timely about saying 'no.' There's nothing worse for a candidate than to go through an organization's entire recruiting process and have to wait for the hiring decision that never comes. Hiring managers or recruiters should be prompt and honest when sending a rejection letter (i.e. as soon as they decide not to move forward with a candidate). It's surprising how appreciative candidates are when it comes to this gesture–many will reply with a "thank you"–as it gives them the closure they're seeking.

There's no secret formula to a successful candidate experience, but with some intention, the benefits speak for themselves. An integrated approach to the candidate journey can improve an organization's brand, attract better-quality hires and increase ROI.

The true business cost of a poor candidate experience

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