What is a brilliant candidate experience, and why does it matter?
When you think about your hiring process, how much time do you spend considering what it feels like to be the candidate? For founder-led SMEs, where every hire is critical, crafting a positive candidate experience isn’t just about being polite or professional, it’s about standing out in a competitive market.
So, what is it? A brilliant candidate experience is how someone feels throughout their journey with your company, from the moment they hit “apply” to the day they either join your team or walk away. It’s not just about making a good impression; it’s about showing candidates what it’s really like to work in your business.
Why does it matter? According to research from Glassdoor, 58% of job seekers say they wouldn’t apply to a company again if they had a poor candidate experience. On the other hand, candidates who have a positive experience are more likely to accept offers, recommend your business to others, and even become advocates for your brand - even if they don’t get the job.
For SMEs competing against larger corporates, a brilliant candidate experience is more than a nice-to-have, it’s how you show candidates why joining your team is the better and only choice.
The power of a brilliant candidate experience
Large corporates might have slick recruitment processes, but SMEs have a secret weapon. You make it personal. When one of my clients was recruiting for a Marketing Manager, they produced some brilliant materials, including a video (that was very tongue in cheek but gave a great insight into the culture and what it was like to work there) and a PDF that gave a warts and all snapshot of the business. My candidates LOVED it! Where corporates rely on volume and standardisation, I have seen that founder-led SMEs can deliver something far more meaningful: a candidate journey that feels authentic, human, and reflective of your values.
At Feather Grey Consulting, we believe that the candidate’s journey is as important as the hire itself. When candidates feel respected, informed, and valued, they’re not just more likely to join your business, they’re more likely to thrive and stay.
Here’s how a brilliant candidate experience can give you the edge:
It reflects your culture
Every touchpoint with a candidate is an opportunity to show them what your company stands for. If you pride yourself on being agile and collaborative, make sure your hiring process reflects that. Candidates who experience your culture from day one are more likely to feel confident saying yes.
It builds long-term relationships
Even when a candidate isn’t the right fit for a role, the experience they have with your business leaves a lasting impression. If they feel respected, they’ll remember you, and they might even refer other brilliant people to you in the future.
It sets the stage for success
A poor candidate experience can create doubts about your business, even after an offer is accepted. On the other hand, a brilliant one sets the tone for their entire journey with your company. From application to onboarding, it’s your chance to show them why they made the right choice.
How to deliver a brilliant candidate experience
If you’re serious about attracting the best talent for your SME, here are some practical ways to transform your hiring process:
1. Think beyond the job advert
Your job ad isn’t just a list of requirements—it’s the first step in showing candidates what makes your business unique. Be specific about your values, your vision, and why this role matters.
Example: Instead of saying “We’re looking for a hard-working team player,” explain how the role contributes to your company’s growth and how the candidate will make an impact and what’s in it for them!
2. Make the process simple and respectful
Candidates often juggle multiple applications, so a clunky or time-consuming process can turn them off. Keep it streamlined, clear, and mobile-friendly. Most importantly, keep them informed, being ghosted or silence after an application is one of the biggest frustrations candidates report.
3. Communication is a non-negotiable
Candidates crave clarity. From application to interview to offer, make sure they know what’s happening and when. Even if they’re not moving forward, letting them know promptly and respectfully leaves a positive impression. I would also always advocate giving relevant feedback. This will help the candidate next time.
4. Personalise the interview
Interviews shouldn’t feel like box-ticking exercises. Use them as an opportunity to connect, share your vision, and show why your business is a great place to work. Founders often underestimate how powerful it is for candidates to meet the people shaping the business. They want to hear your story. I love an office tour to see the engine room and how the business works.
5. Don’t forget the pre-boarding stage
The time between accepting an offer and starting the job is critical. Share company updates, introduce them to the team, or send them a personalised welcome message. This keeps excitement high and ensures they’re ready to hit the ground running.
Why it matters more for SMEs
For founder-led SMEs, recruitment isn’t just about filling vacancies, it’s about building teams that will help your business grow. Larger corporates might offer higher salaries or greater name recognition, but what they often lack is the ability to make candidates feel seen, valued, and connected.
By focusing on a brilliant candidate experience, you’re not only attracting better talent, you’re also laying the foundation for a strong, engaged team. That’s something money (and big budgets) can’t buy.
Final Thoughts: Are you ready to stand out?
Creating a brilliant candidate experience doesn’t require a huge recruitment team or a hefty budget. It requires thoughtfulness, communication, creativity (sometimes) and a genuine commitment to showing candidates why your business is special.
At Feather Grey Consulting, I specialise in helping founder-owned SaaS and Tech SMEs like yours overcome these challenges.
Get in touch today for a confidential chat about your business or career needs
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