A new study by kariera.gr, based on a survey conducted on the LinkedIn platform (October–November), highlights the strategic importance of candidate experience during the hiring process. The quality of this experience directly shapes both the image and the credibility of a company in the labor market.
A negative candidate experience during the recruitment process can “damage” a company’s reputation, with potential negative feedback following, as reported by 59% of participants. Additionally, a significant percentage of respondents indicated that an unsuccessful recruitment process leads to talent loss (21%) as well as additional costs and time (15%). Only a small percentage, around 6%, considers a negative experience as limited or negligible “harm,” demonstrating that employers who do not take it into account put their public image at risk.
The study also reveals that a mismatch between what is stated in the job posting and the reality of the position is an issue. 67% of participants state that exaggeration occurs very often, while 27% identify smaller discrepancies more frequently. On the other hand, only 6% believe that the job posting accurately reflects the responsibilities of the position, emphasizing the need for greater transparency in job offers, while just 1% believe there is full transparency in the description.
Regarding the channel through which a candidate forms the best first impression of a company, the job description in the posting leads, with 39%, while social media reviews are also taken into account (25%). Next comes the possibility of direct communication with the recruiter (24%), while only 13% of survey participants rely on the career page, revealing that candidates focus on information directly related to the position and are influenced by the experience of other employees.
The need for personalized feedback after the interview is very important, as 58% of candidates believe it makes a real difference, while 34% responded that they would appreciate at least a brief comment, but do not necessarily expect it. Only 7% state that a standard response is sufficient. The results also highlight the importance of personal communication, which plays a decisive role in enhancing the positive candidate experience.
The reasons that lead a candidate to abandon the recruitment process are mainly due to complexity or time-consuming procedures (28%) and delays in communication (27%). Following these are a lack of transparency regarding compensation (24%) and poor interview experience (21%). The findings of the study lead to the conclusion that candidate experience is influenced by multiple factors and that companies wishing to maintain a competitive advantage need to be clear, encourage communication, and respect the candidate’s time.
Finally, regarding the acceptable time frame from application submission to the employer’s final response, 51% consider ten to fourteen days ideal, while 35% allow for up to a week. Only 6% consider a period of more than three weeks acceptable, confirming the need for speed and timely updates regarding recruitment processes.
The kariera.gr study highlights candidate experience as a critical factor both for maintaining an organization’s reputation and attracting new talent. Employers who invest in transparency, personal communication, and prompt responsiveness ensure not only quality in hiring but also preserve a positive image in the labor market.
