5 tips to deliver a positive candidate experience

By Dani Sheehan.

Top employees are scarce in today’s market. If you provide an unforgettable hiring experience, they won’t be able to refuse your offer.

Think about the last time you applied for a new job. What was that experience like for you? Did you go through six rounds of interviews only to be told they went with another candidate while receiving little-to-no feedback on why you didn’t make the cut? Or maybe they offered you the position at the end of the interview, giving you no time to reflect before making a major career decision. The hiring process plays a huge role in whether someone chooses to accept or even remain at a job.

Luke McCormack, founder and CEO of Roofing Talent America, believes that providing a positive candidate experience is the best way to win over the top talent in the industry. The hiring process isn’t just about finding the right person for your team – it's also about making sure they want to work for you. Candidates are evaluating your company just as much as you are evaluating them.

A strong employer brand goes a long way in making your company an attractive place to work. If you want to attract and retain the best employees, you need to create an experience that stands out.

Here are Luke McCormack’s five tips to deliver the best candidate experience:

1 – Move fast

One of the biggest reasons companies lose great candidates is because they take too long to make decisions. If you drag out the hiring process – whether it’s scheduling interviews, sending offer letters or following up – candidates may feel unappreciated or lose interest altogether. They may even accept an offer from a competitor while waiting to hear back from you.

Moving quickly shows professionalism and decisiveness. It demonstrates that your company values the candidate’s time and is serious about bringing them on board. Speed up your hiring process to keep top talent engaged and excited about the opportunity.

2 – Conduct effective interviews

Interviews should be structured to give both the employer and the candidate a meaningful experience. A well-executed interview process ensures that candidates feel challenged, valued and confident in their decision if they receive an offer. Keep the process to a reasonable length — two to four interviews is ideal. Additionally, candidates should see the value of the opportunity without feeling like they’re being given a sales pitch. Make candidates work for the position — if they feel like they’ve truly earned it, they’ll be more invested. Lastly, don’t extend the offer too soon. Giving candidates time to reflect builds anticipation and excitement about joining your team.

3 – The law of state transference

Energy is contagious. If you want a candidate to be excited about working for you, you need to bring that enthusiasm to the table. Show genuine passion for your company and its future. Be transparent about your goals and explain how the candidate’s role will contribute to the bigger picture. Share your vision and mission — top candidates want to be part of something meaningful. Talk about company culture and what it truly means to be part of your team. When candidates see your excitement and ambition, they’ll want to be part of the journey.

4 – Provide quality feedback

Communication is key in keeping candidates engaged throughout the hiring process. Even if they aren’t the right fit, offering constructive feedback leaves a lasting impression and strengthens your employer’s brand. Give timely and detailed feedback to show candidates that their time was valued. Even if there’s no update, let candidates know when they can expect to hear from you. If a candidate isn’t selected, provide insights on why — they’ll appreciate the transparency and may even consider applying again in the future. Clear feedback also helps recruiters at Roofing Talent America refine their search and find the perfect fit for your team.

5 – Ensure a smooth onboarding process

The hiring process isn’t over until the new employee walks through the front doors. A lot can happen between the time they accept the offer and their first day on the job. Keeping communication open and making new hires feel welcomed ensures they stay excited about joining your company. Stay in touch between offer acceptance and start date with check-ins and updates. Schedule office visits or virtual meetings so they can meet the team before their first day. Assign pre-start tasks or materials to keep them engaged and prepared. Show that they are valued and that their role is important to the company’s success. A seamless onboarding experience sets the tone for their entire employment and increases the likelihood that they’ll stay long-term.

By refining your hiring process, providing clear communication and showing enthusiasm for your team’s future, you can attract and retain the best people in the industry.