13Jun
This month, we caught up with one of our experienced recruitment specialists, Emma Blackford, to talk about something she’s truly passionate about – the candidate experience. Step into our office and you’ll hear Emma on the phone, making sure candidates feel listened to, valued, and supported. Here, she shares her top tips on how to gather meaningful candidate feedback – and why it matters.
In today’s competitive job market, finding and keeping top talent across social care is more challenging than ever. While many organisations rightfully focus on refining job adverts, building their employer brand, or speeding up the recruitment process, one often overlooked element can make or break your success: how candidates experience your hiring journey.
How candidates feel during the process impacts not only whether they accept your offer, but also how they talk about your company to others. That’s why listening to candidate feedback – whether through a structured survey, a follow-up call, or a quick check-in – is more important than ever.
Fantastic recruitment process! I’ve previously worked for major pharmaceutical companies and this was a far better experience than any other I have had to date.
– Candidate from a Cohesion recruitment process
Why Candidate Feedback Matters
Candidate experience includes everything a jobseeker goes through when applying for a role at your organisation – from first seeing the vacancy to receiving an offer, and beyond. If that journey feels disjointed or impersonal, the best candidates will walk away, or discourage others from applying by sharing their experience with their connections.
A positive candidate experience, supported by honest feedback, can:
Increase offer acceptance rates: Candidates who feel valued, respected, and informed are more likely to say yes. You should be experiencing a 90%+ acceptance rate for maximum success.
Boost your reputation: Referrals are a key ingredient to a well-rounded attraction strategy. Even those who aren’t hired can become ambassadors for your brand if they’ve had a great experience.
Help you improve continuously: Candidate feedback reveals what’s working and what isn’t, allowing you to address gaps and refine your process.
In my many years of being an NHS and private clinical nurse, I have never been through such an efficient recruitment process.
– Candidate from a Cohesion recruitment process
How to Gather Feedback
Getting feedback doesn’t always mean sending out a formal survey – how many surveys are sat in your own personal inbox unanswered right now? What matters is creating opportunities for open, honest input at the right points in the journey.
Post-interview conversations: Ask candidates how they found the process: what felt good, and what could be better.
Follow-up calls or emails: A quick message to check in after the process can prompt constructive feedback.
Informal check-ins with recent hires: New starters can offer a unique view of the process with fresh eyes.
Exit conversations: If a candidate withdraws from the process, a short conversation can reveal important blind spots.
Whether it’s structured or informal, what matters is asking the right questions.
You have a friendly and welcoming team, and I could speak without fear or intimidation. Because of that I know I will be working in the right company.
– Candidate from a Cohesion recruitment process
What to Ask Candidates
To get feedback you can act on, go beyond generic questions. Focus on the key stages of their experience:
Clarity and Communication: Was the role and its expectations clearly explained? Did you feel well-informed throughout the process?
Ease of Application: Was the application straightforward? Did anything feel unnecessary or confusing?
Interview Experience: Did you feel respected and listened to? Were the questions relevant and fair?
Timeliness and Follow-Up: Did you receive updates or feedback in good time? What would have improved the communication?
Overall Impressions: Would you apply again or recommend others? What stood out: for better or worse?
The recruitment team’s personal contact, friendly & professional manner is highly appreciated. It puts your company at a much higher level compared to others.
– Candidate from a Cohesion recruitment process
Acting on Feedback
Capturing feedback is just step one. What makes the difference is how you use it:
Spot common trends: If candidates consistently highlight issues like poor communication or unclear timelines, those are red flags to address.
Support your team: Use feedback to guide training and improve how hiring managers and recruiters interact with candidates.
Show you’re listening: When candidates see that their insights lead to action, it builds trust and strengthens your brand.
I was made to feel at ease. I could tell the Recruiter was listening carefully to my answers and she gave me time to speak. She was informative and elaborated on the information I had researched.
– Candidate from a Cohesion recruitment process
The Long-Term Value
Investing time in listening to candidates and improving based on their input pays off in many ways:
Higher retention: People who feel respected from day one are more likely to stay.
Stronger pipeline: Even candidates you don’t hire today may return or refer others if their experience was positive.
Reduced hiring costs: Refining your process can speed up recruitment and reduce wasted effort.
Whether it’s a survey, a conversation, or a quick follow-up, creating space to hear from your candidates is one of the smartest investments you can make. The insights you gain can help you attract better talent, improve your hiring experience, and build a stronger reputation in the market.
After all, your candidates are already talking. Make sure you’re listening.
