How Employers Can Improve the Candidate Experience in 2025

The candidate experience is critical in today’s competitive hiring landscape. It not only shapes a candidate's perception of your brand but also plays a significant role in attracting and retaining top talent. 

With 2025 on the horizon, employers need to ensure their hiring processes are efficient, transparent, and built around the candidate's needs. Here are some key strategies from industry leaders on how employers can improve the candidate experience in 2025.

1. Streamline the Application and Hiring Process

Simplify the Application Process

One of the biggest frustrations candidates face is a complicated and redundant application process. Levi Jett, owner of Jett Facility Consultants, notes that candidates are often required to submit both a resume and a detailed application form asking for the same information. This redundancy wastes candidates’ time and can discourage them from pursuing your job openings.

Technology plays a crucial role in speeding up the application process. Carla Policastro, CEO of Cycle CPA, emphasizes the need for a streamlined, professional recruitment system. Tools like Team Engine, she says, help employers create better recruiting systems, allowing candidates to apply quickly without unnecessary steps. This approach saves time and leaves a positive first impression, setting you apart from the competition.

Leverage Technology to Speed Up Hiring

Speed is a key factor in improving the candidate experience. Ed Laflamme, Head Harvester at The Harvest Group, urges employers to utilize technology that makes applying for jobs faster and easier. Automated scheduling, interview tracking, and instant communication tools can significantly shorten timelines and reduce the chances of losing top candidates due to long waits.

2. Clear & Transparent Communication

Set Clear Expectations

Clear and consistent communication is vital throughout the hiring process. Katie Magoon, President of People Solutions Center, believes that employers should consistently communicate with candidates to set clear expectations every step of the way. This transparency helps keep candidates engaged and reduces uncertainty. 

Stephanie Leveling, Brand Ambassador at BOSS by Integra, agrees, adding that letting candidates know how the process is progressing, and when they can expect to hear from you, is a simple courtesy that creates a more positive experience.

Timely Feedback and Updates

Along with clear expectations, timely feedback is key. Tito Caceres, Managing Director at Bloom Talent Solutions, suggests employers implement automated messaging campaigns to keep candidates in the loop after interviews. 

Mike Voories, Founder and CEO of BR1, advises that employers must avoid "ghosting" candidates. Stephanie Leveling agrees, adding that employers should “communicate constantly” with candidates because “nobody likes to be ghosted.” Even if you decide not to move forward with a candidate, providing feedback in a timely and thoughtful manner ensures they feel respected and valued. 

“You want your candidates to have a good experience with your brand, whether they get the job or not,” said Mike.

Create Transparent, Personalized Experiences

In 2025, candidates expect more than just automation—they want personalized interactions. Gloria Wesley, Founder and CEO of Exodus Management and Consulting, emphasizes the importance of combining technology with genuine human connection. Employers should use tools like Team Engine to streamline workflows but ensure the communication remains personal. Transparency in decision-making and next steps fosters trust, and this trust leads to deeper engagement.

3. Showcasing Company Culture

Highlight Organizational Culture Early

In 2025, candidates are looking for more than just a job—they want a company that aligns with their values. Kathey Palmer, Chief Growth Officer at Inova Payroll, recommends using social media and third-party review platforms to highlight your company’s culture. This gives candidates a sense of what it's like to work at your organization and attracts those who resonate with your mission and values.

Recruiting for Cultural Fit

The hiring process should focus on more than just technical qualifications. Ross Friedman, Owner and Partner at ServiceAdvantEdge, stresses the importance of hiring for attitude and cultural fit. “Candidates who see that a company is committed to cultural fit and personal growth are more likely to feel valued and aligned with the company's mission. This approach not only widens the candidate pool, but also enhances the overall candidate experience by focusing on long-term fit over immediate technical skill alone,” he says.

Levi Jett agrees, stating that candidates should feel excited and motivated by the energy in the hiring process. "A new hire should be ready to run through a wall for you," he says. When candidates feel valued and see the potential for growth, they’re more likely to choose your company over others, even if other offers are on the table.

4. Investing in Employee Growth and Development

Offer Clear Pathways for Growth

Candidates today are increasingly focused on career growth opportunities. Ross Friedman says that providing structured training programs and clear growth pathways is crucial to attracting top talent. Candidates want to know that there is room for skill development and career advancement within your organization. By making these opportunities clear from the beginning, employers can position themselves as attractive long-term career destinations.

Focus on Attitude and Adaptability

When hiring, employers should not only focus on technical skills but also on a candidate’s attitude and adaptability. Ross Friedman and Levi Jett both agree that hiring for cultural fit and a positive attitude is essential. Technical skills can be taught, but a candidate’s attitude and willingness to grow are invaluable. Focusing on long-term potential rather than short-term qualifications creates a more positive and supportive candidate experience.

Invest in Onboarding

The candidate experience doesn’t end once an offer is made. Judson Griggs and Alison Hoffman, both from The Harvest Group, emphasize the importance of a comprehensive onboarding program. A positive onboarding experience leads to better retention rates and higher employee engagement. Your onboarding plan should cover not just the first day, but the first week, month, and for higher-level positions, the first 90 days.

A strong onboarding process gives candidates a clear understanding of what to expect and helps them integrate into the company smoothly. This level of investment shows that you care about your employees’ success from day one.

As we move into 2025, the candidate experience will continue to play a significant role in attracting and retaining top talent. By streamlining the hiring process, communicating clearly and transparently, showcasing your company culture, and investing in employee growth, employers can create a more positive and engaging experience for candidates. A great candidate experience not only helps you hire the best talent but also boosts your company’s reputation and sets the stage for long-term employee retention.

By adopting these best practices in 2025, you’ll be well on your way to building a hiring process that not only attracts top talent but also reflects the values of your organization, fostering a thriving workforce for years to come.