How to Build a Candidate-First Experience in a Candidate-Driven Market

For years, employers held most of the cards. Posting a job advert would generate dozens of applications, giving hiring managers plenty of choice. Today, particularly in technical and skilled sectors, the situation has reversed. Candidates often have multiple offers on the table, and they’re making decisions based on far more than just salary.

At PPR, we’ve watched this shift happen over the past two decades. The candidates we work with are no longer just looking for their next job. They’re assessing whether your company is somewhere they actually want to work. And they’re forming that opinion from the very first interaction.

The recruitment process itself has become a deciding factor. A slow application process, poor communication, or a lack of transparency can push good candidates towards your competitors.

Start With a Straightforward Application Process

The application stage is where many companies lose candidates without realising it. Lengthy application forms asking for information that’s already on a CV, mandatory fields that aren’t relevant to the role, or systems that don’t work correctly on mobile phones – these create unnecessary friction.

Keep it simple. If you need a CV and contact details to start a conversation, ask for that and nothing more. Additional information can be gathered later in the process when the candidate is more invested. This is particularly important for skilled trade roles where workers are already busy.

Consider how your application process works on a phone. Many candidates in sectors like construction, rail, and aviation are on the move throughout the day. If your application system is difficult to navigate on a mobile device, you’re putting up an immediate barrier.

Communicate Early and Often

Poor communication is the most common complaint we hear from candidates about direct applications to companies. They submit their CV and hear nothing back, or they’re told they’ll hear within a week and then wait a month.

Acknowledge applications quickly; even an automated response confirming receipt is better than silence. If you’re not moving forward with a candidate, tell them. A brief email explaining they weren’t selected takes two minutes and leaves a far better impression than ghosting them.

For candidates you are progressing, keep them informed at each stage. Let them know what to expect next, when they’ll hear from you, and who they’ll be speaking with. If there are delays, communicate them. Candidates understand that recruitment takes time, but they need to know where they stand.

This becomes even more important once you reach the interview stage. Provide clear details about the format, who’ll be present, what to prepare, and how long it will take. After the interview, give them a realistic timeframe for a decision.

Be Transparent About the Role and Terms

Vague job descriptions that promise “competitive salary” and list endless responsibilities without clarity help no one. Candidates want to know what they’re applying for – the actual day-to-day work, where they’ll be based, the working hours, and yes, the salary range.

You don’t need to advertise an exact figure, but providing a realistic range helps candidates self-select. It saves everyone’s time if someone’s expectations don’t match what you’re offering. The same goes for contract details, if it’s a temporary role with potential to go permanent, say so. If it’s a fixed-term contract, be upfront about that.

For technical roles, be specific about the skills and qualifications you need. If you require an ECS Gold Card or Gas Safe registration, state it clearly. If specific qualifications are preferred but not essential, make that distinction. This transparency helps candidates assess whether they’re a genuine fit before investing time in an application.

Make Interviews a Two-Way Conversation

Interviews shouldn’t feel like interrogations. The candidate is assessing you just as much as you’re assessing them. Create space for them to ask questions and answer honestly. If they ask about team culture, give them real examples. If they want to know about career progression, explain what that actually looks like in your company.

Where possible, give candidates a sense of the workplace. For office-based roles, this might mean a tour. For site-based positions, it could be photos of current projects or a conversation with someone in a similar role. The more they can picture themselves in the job, the better informed their decision will be.

Provide Feedback, Win or Lose

Giving feedback after an interview is becoming rare, which is exactly why it makes such a strong impression. If someone has taken the time to interview with you, they deserve to know why they weren’t selected. This doesn’t need to be a lengthy conversation – a brief phone call or email highlighting one or two specific reasons is valuable.

For the candidate you do select, feedback is equally important. Let them know what impressed you about their application and interview. This starts the relationship on a positive note and reinforces their decision to accept your offer.

Even candidates you don’t hire this time might be perfect for future roles. Leaving them with a positive experience means they’ll consider you again when another opportunity arises, and they’ll speak well of your company to others in their network.

Working With Recruitment Specialists

Sometimes the best way to provide a candidate-first experience is to work with recruiters who specialise in your sector. At PPR, we act as an extension of your hiring team, managing the initial stages of the recruitment process and ensuring candidates receive the communication and information they need.

We’ve built our reputation on treating candidates with respect and providing honest, clear communication throughout. We pre-screen applicants, verify qualifications, and present you with candidates who genuinely match your requirements. This saves you time while ensuring candidates have a positive experience from first contact through to placement.

Our experience across sectors like construction, M&E, rail, and telecoms means we understand what candidates in these fields are looking for. We can advise on realistic salary expectations, common deal-breakers, and what makes roles attractive to the best workers in your industry.

In a market where skilled workers are in short supply, the companies that understand this will find it easier to attract and secure the talent they need.

If you’re finding it difficult to attract quality candidates or want to discuss how to improve your recruitment process, our team at PPR would be happy to help. Contact us on 01895 808188, email info@ppronline.co.uk, or use our online contact form.

Frequently Asked Questions

How quickly should we respond to job applications?

Ideally, within 48 hours, even if it’s just an automated acknowledgement.

Should we give feedback to every candidate who interviews?

Yes, if someone has taken the time to attend an interview, they deserve brief feedback on why they weren’t selected. This doesn’t need to be extensive, a few specific points are sufficient.

What if we can’t provide a salary range in the job advert?

At a minimum, indicate whether it’s entry-level, mid-range, or senior-level pay for your sector. Complete silence on salary often deters the strongest candidates who have multiple options.