Prioritize candidate experience
Designing an outstanding candidate experience provides many benefits. Getting it wrong can give your organization a reputation that's hard to come back from.

Never forget: candidate experience is the first interaction a potential employee with your organization and its culture.

When candidate experience is designed skillfully, top candidates get the impression your organization cares about its people even before they're on the team.

That's an extraordinarily powerful (and positive) signal to send—not just to candidates, but to new hires and longstanding employees. You're reinforcing the importance your organization places on its people at every level. You're also providing a behavioral standard for other employees to emulate throughout the hiring process.

If their experience with your organization is exceptionally positive, even candidates who aren't accepted will still have great things to say about engaging with you.

A poorly-designed candidate experience will invariably leave a sour taste, not only for the candidate came in to interview, but also for the employee who made the referral.

You can guarantee that if an employee sticks their neck out and provides a candidate referral, and you treat that candidate poorly, they'll be reticent to do it again.

It doesn't matter how much you're paying, or how great the projects you're working on are: if you fail to treat candidates with the same esteem you'd treat a longtime colleague, you're doing the organization a disservice.

Here's a quick checklist to make sure your candidate experience is on the right track. Did you:

Provide an accurate up-front description of the job duties early on?
Show up on time?
Come prepared?
Provide a warm introduction them to the team?
Exchange feedback with the candidate?
Keeping this quick checklist in mind will help keep the process on track to greatness if it's already good, and help fix it if it's broken.