Is your recruitment process damaging your reputation (and hurting your potential hires)?

In the fast-paced world of recruitment, it's easy to focus solely on finding the perfect candidate for the job. With deadlines to meet, hiring quotas to fill, and countless CVs to sift through, it's tempting to treat job applicants as mere numbers in the system. However, it’s crucial to remember that every interaction with a job applicant is an opportunity to create a lasting impression and a positive experience — one that reflects the values and culture of your organisation and enhances its reputation.

While it’s true that not every applicant will become an employee, dismissing them without respect or empathy can do real damage, to both the organisation and the applicant. In today’s interconnected world, where job seekers share their experiences online, a negative hiring experience can spread quickly and have long-lasting consequences. But beyond the public fallout, there’s a more profound reason to treat applicants with kindness: their emotions!

The emotional impact of a disrespectful hiring process

A little while ago my daughter applied for a part time role at our local arts centre. Responding to an ad seeking young people with a passion for the arts (tick), relevant experience (tick) and flexibility to work around production schedules (tick), she took the time to complete the online application and pen a suitable cover letter, which she then excitedly sent off. Three months later and she has not heard a thing.

It’s not just the time and energy invested, though that is significant, it’s the emotional roller-coaster this creates. This was a near perfectly aligned role for her and, to my eye at least, she looked like a model candidate. She was genuinely excited about the opportunity and we spent many evenings talking about it as a family.

After a few weeks of waiting patiently and worried that the application might not have landed, she called up to check and, yes, it had been received. That was ten weeks ago. Still nothing.

It’s easy to see how an experience like this feels like a slap in the face for a candidate. But this is commonplace. Conversations with her friends brought up many more examples of the ‘great wall of silence’ candidates encounter from organisations large and small. Clearly, in the eyes of many recruiters, those at the earliest stages of their careers simply aren’t worth the time or effort.

This is so short sighted. Not only does my daughter now have a rather jaded view of that particular organisation, but so does the rest of her inner circle of friends and close family. To say the experience has damaged her emotionally would be going too far, but it has certainly given her an insight into the way some organisations mistreat their people. An important lesson in life, but not an enjoyable one.

When applicants apply for a job, they are investing their emotionally in your organisation and putting themselves ‘out there’. They are making themselves vulnerable and the very act of applying for a job shows they are hoping for a better future - an opportunity to showcase their strengths and secure a position they believe they are suitable for.

A rejection, if handled poorly, can be emotionally distressing. It's more than just a simple “no”; it's the feeling of being dismissed, overlooked, and undervalued.

Unfortunately, many applicants experience this, even if they manage to dodge the dreaded wall of silence. A lack of or poor communication, impersonal rejection emails, or ghosting after an interview can leave candidates feeling demoralised. These negative experiences can damage their self-esteem and make them wary of future job applications. For some, the emotional toll can even extend beyond the immediate rejection, affecting their confidence and motivation in the long term.

In contrast, a respectful, person-centred approach can make all the difference. Providing feedback, being transparent about timelines, and treating candidates as people who really matter, not just potential ‘human resource’, can turn an otherwise disappointing experience into something truly positive. Three decades on, I still remember a number of great conversations I had during my lengthy search for an early career break. Even if they don’t land the job, applicants will remember how they were treated and may return to your company in the future or recommend it to others.

The business case for respect

Beyond the emotional and ethical considerations, treating job applicants with respect also benefits your organisation in tangible ways. A positive applicant experience can help build your employer brand, attracting more qualified candidates. Word of mouth travels fast, and candidates who felt valued, even if they weren’t hired, are more likely to speak highly of your company. In a competitive job market, a stellar reputation can set you apart from other employers.

Furthermore, applicants who have had a positive experience are more likely to stay engaged in your talent pool. Even if they’re not a fit for a current position, they may be perfect for an opportunity down the line. By maintaining respectful, open communication, you keep the door open for future collaboration.

Let's do better in 2025!

As we begin a new year, it’s time for all of us involved in or influencing recruitment to take a hard look at how we treat job applicants. We need to change the narrative from one of indifference or disregard to one of respect, empathy, and appreciation. We need to view these interactions as an opportunity to create a positive first experience. After all, even if a person doesn’t end up joining your team, they are still a valuable part of the job-seeking ecosystem, and their experience with your company matters.

Let’s commit to treating every applicant, no matter where they are on their career path, with the respect they deserve. Whether it’s acknowledging their application, providing timely feedback, or simply being transparent about the process, every single step counts. In 2025, let’s strive to make the hiring process not just about finding the right candidate, but about creating positive experiences for everyone involved.

If you're responsible for hiring decisions, make it your mission to ensure that every candidate feels valued. Don’t underestimate the power of a simple “thank you” or a considerate, personalised rejection. Don’t ignore the importance of a speedy, honest, human response. These small acts can leave a lasting impression that benefits your company, the candidates, and the wider talent community.

Together, we can create a more respectful and human-centred recruitment process that not only fills positions but also builds a culture of kindness and integrity. Let's make 2025 the year we elevate the candidate experience to new heights.