Written by Bill Neill, Carex COO and Co-Founder
Companies spend incredible amounts of money trying to position themselves as the go-to destination for top talent. They buy billboards with smiling employees, produce sleek marketing videos, and publish lofty vision statements.
But all that goes out the window the moment a candidate interacts with your hiring process—that’s when they really meet you.
In today’s world of work, social platforms like LinkedIn, Glassdoor, and Reddit give every candidate a microphone. A single negative experience can ripple across platforms, impacting not just future applicants, but even potential customers. Just like we trust authentic product reviews more than polished ads, candidates trust what real people say about your hiring process more than any branding campaign.
So, how do you deliver a great candidate experience?
Good news: you already learned the foundation in kindergarten—the Golden Rule!
Would you want a company to reach out six months after you applied? Or reject you with no feedback? Probably not. Candidates don’t expect to land every role, but they do expect to be treated with respect. That’s where the 3 F’s of Candidate Experience come in.
1. Fast
Top talent doesn’t stay on the market for long. If we want to compete for the best people, we need to move quickly. That means streamlining internal processes and communicating often—even when there’s no update. A simple “still waiting on feedback” message goes a long way in keeping candidates engaged.
2. Fair
Opaque hiring processes feel arbitrary and erode trust. Share how candidates are being evaluated and what matters most in your decision-making. Transparency is a signal of integrity.
3. Feedback
Most candidates won’t get the job, but that doesn’t mean they should be ghosted. A short, authentic note explaining why they weren’t selected is a game-changer. I’ve sent many of these messages over the years, and you’d be surprised how often I receive thank-you notes in return.
The 3 F’s don’t magically create a world-class employer brand—they’re just the foundation. Once you’ve treated someone like a human instead of a number, then you’ve earned the right to show them what your company truly stands for. That’s when your culture, values, and people shine through.
So, here’s the challenge: apply the Golden Rule to your hiring process.
Would you want to go through the hoops you’ve set up? Would it leave you feeling respected, excited, and connected—even if you didn’t get the job?
The best employees want more than a paycheck. A great candidate experience is the first step toward building a company where people find meaning, not just work.