Candidates are Demanding Better Communication from Recruiters


 Subpar communication sends candidates running for the exits

At a time when the labor market remains tight, and skills shortages are increasingly common, companies need to be capable of setting themselves apart from their competitors. The hiring process should immediately show candidates that the company respects their time, values fairness, and prioritizes consistent and open communication. A high-quality candidate experience is indispensable to attracting and hiring the best employees.

The 2023 Criteria Candidate Experience Report  contains an array of insights from a survey of over 2,000 job-seekers around the world, and it provides the latest data on what candidates are looking for (as well as what they’re trying to avoid) in the hiring process. One of the most alarming findings from the survey is that companies are struggling with communication in hiring. This blind spot seriously impacts the hiring experience and leads promising candidates to run toward the exit.

HR professionals are responsible for developing a transparent hiring process that keeps employees engaged from beginning to end. All candidates deserve to know what they can expect from a role, what the hiring process will entail, and the status of their application. When HR teams provide ample information about all the above and make themselves available throughout the hiring process, they’ll drastically increase the quality of their hires.

Inadequate communication is a major candidate pain point

When hiring managers fail to provide sufficient information about the role, keep candidates updated, or answer questions promptly, they risk alienating and ultimately losing prospective employees. The Criteria survey found that the number one reason candidates abandon the hiring process is poor communication between recruiters and employers. Most candidates (54 percent) say they have stopped pursuing an open position.

It would be bad enough if companies were merely slow to respond or reliant upon ineffective communication tools and techniques. But the problem is even more severe than that – 39 percent of candidates report that a recruiter has ghosted them over the past year. This is the worst possible communications failure, as it shows candidates that the company is completely indifferent to their needs and willing to waste their time. Beyond the fact that this is deeply disrespectful behavior, it can also harm a company’s reputation and limit the pool of qualified candidates willing to apply.

HR teams should closely examine the entire recruitment funnel to avoid poor or sparse interactions with candidates to identify and fill communication gaps. This will ensure that candidates are engaged throughout the hiring process and increase companies’ likelihood of attracting and securing talent.

Improving communication at every stage

Many candidate engagement touchpoints are essential for providing exceptional hiring experiences: job ads, initial outreach, pre-employment assessments, follow-ups, and onboarding information are critical to the hiring process. While HR professionals often have limited control over certain elements of the hiring process – such as salaries and benefits, which are subject to budget constraints, economic shifts, and market factors – they’re always capable of improving their communications.

HR teams must offer thorough and accurate information on compensation, responsibilities, culture, and every aspect of the role and the hiring process itself. For example, the second-most-cited reason candidates drop out of a recruitment process is the discovery that a proposed salary didn’t meet expectations. This is also a communication issue – a recent Monster survey reports that 98 percent of candidates think employers should provide salary ranges in job ads. At the same time, a majority said they wouldn’t even apply to a company that omits this information.

The Criteria survey found that a “lack of communication” is the top issue that affects candidates’ opinions of a company, and misrepresentations of job requirements and salaries follow this. These are all reminders that responsive, respectful, and comprehensive communications are integral to any successful hiring process.

How communication facilitates better candidate experiences

Poor communication shows candidates that the company doesn’t respect their time and effort, making the process slower and less streamlined. According to the Criteria survey, other sources of frustration for candidates include an inordinately long decision-making process and “too many rounds of interviews.” In fact, over one-third of candidates say they have abandoned the recruiting process because it was taking too long.

HR professionals have more tools than ever to increase communication in hiring and make the process more efficient. Eighty percent of candidates say they like video interviews (including 59 percent who strongly feel this way) – an indicator that companies should be wary of forcing candidates into the office for physical interviews. Companies also have to consider which types of interviews they’re conducting. Unstructured interviews don’t just have an extremely poor record  of predicting job performance – they can also contribute to a slow and cumbersome hiring process as candidates are subjected to one aimless conversation after another.

Finally, HR teams can use pre-employment assessments to quickly and objectively evaluate candidates. Seventy percent of candidates say assessments help them showcase their potential beyond work experience, demonstrating that this hiring method will increase efficiency and perceptions of fairness. Assessments also provide an opportunity for dialogue – 90 percent of candidates say they like receiving feedback on their results, which opens constructive communication.

A smooth, engaging, and transparent candidate experience is a major competitive advantage, as it allows companies to guide employees through the hiring process quickly and with minimal headaches. Communication is central to this process at every stage.


Josh Millet, founder and CEO of Criteria 

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Unleashing the Power of Contract Recruiting with's OnDemand Platform

In today’s dynamic world, hiring is an activity that happens around the clock. It requires flexibility, skill, and the right resources. Group, Inc. has delivered a powerful solution to these challenges with its OnDemand Recruiting platform. This marketplace stands as a revolutionary tool that connects employers directly with a pool of skilled contract recruiters, empowering businesses to find their ideal hires efficiently and effectively.A New Age in RecruitingWith the rapidly changing employment landscape, old hiring methods are giving way to more innovative and effective solutions. The Recruiter OnDemand platform offers an exemplary model of this shift. By offering a seamless link between employers and contract recruiters, it transforms the process of attracting and securing talent, making it quicker, simpler, and more efficient.Flexibility in HiringOne of the strongest advantages of this platform lies in its inherent flexibility. The marketplace connects businesses with a network of hundreds of contract recruiters that span all industries and disciplines. This diversity ensures that no matter your sector, whether technology, healthcare, or finance, you will find recruiters with the appropriate expertise to address your specific needs. You’re no longer confined by geographical boundaries or traditional 9-5 constraints; talent acquisition can take place at any time, from anywhere.Expert Recruiters at Your FingertipsThe heart of the OnDemand platform is the cadre of skilled contract recruiters it connects you to. These individuals are not just general recruiters but industry-specific experts who understand the nuances of their sectors. This level of expertise can dramatically improve the quality of candidates sourced, leading to better, longer-lasting hires.Efficiency and Cost-EffectivenessThe OnDemand platform is designed to provide exceptional value. The flexible nature of contract recruiting can lead to significant cost savings. Instead of carrying the overhead of a full-time in-house recruitment team, you can scale your recruiting efforts to your specific needs, paying only for the expertise and time you require. This lean approach allows for efficient resource allocation, boosting your bottom line.Seamless’s OnDemand platform is built to easily integrate with your existing processes. The platform is designed with user-friendliness in mind, ensuring a smooth transition and minimal disruption to your operations. This ease of integration makes it an accessible tool for businesses of all sizes, from startups to established corporations.A Powerful Tool for GrowthIn an increasingly competitive job market, having the right team is essential for business success. The Recruiter OnDemand platform acts as a force multiplier, bolstering your capacity to find, attract, and secure top talent. By leveraging this tool, businesses can accelerate their growth trajectory, driving progress and innovation.The OnDemand platform is an innovative solution, a catalyst that propels businesses into a new age of recruitment. By harnessing the power of this marketplace, employers can gain a competitive edge, securing the talent they need when they need it. Experience the future of recruitment and supercharge your hiring process by exploring the potential of the OnDemand platform today.

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Fostering a Thriving Talent Acquisition Environment: A Maslowian Approach

In the dynamic business landscape, attracting and retaining top talent is a critical differentiator. The talent acquisition team is at the heart of this process, whose role has become increasingly complex and multifaceted.To create an environment that promotes their productivity and well-being, one can turn to the psychological framework of Maslow’s Hierarchy of Needs. Though originally designed to understand human motivation, it can be effectively applied to the professional realm, helping organizations meet the unique needs of their recruiters.Basic Needs: Tools, Job Requisitions, and EnvironmentThe fundamental layer of Maslow’s hierarchy focuses on physiological needs—equivalent to the basic needs of a recruiter. Companies should ensure that their recruiters have access to appropriate tools, such as a robust Applicant Tracking System (ATS) and a steady stream of job requisitions to keep their work flowing. A conducive work environment is also a must. This includes both the physical space, which should be comfortable and well-equipped, and a supportive administrative structure that encourages efficiency and collaboration.Invest in modern recruitment tools and software to streamline processes.Maintain a steady flow of job requisitions to keep recruiters engaged.Develop a physical workspace that is comfortable, well-equipped, and conducive to productivity.Foster an administrative structure that supports collaboration and efficient workflow.Ensure recruiters have access to necessary resources, including relevant databases and candidate sourcing platforms.Security Needs: Stability, Candidate Pipeline, Sourcing Methods, and CompensationThe second level of Maslow’s pyramid corresponds to security needs. For a recruiter, these needs translate to job stability, a reliable pipeline of candidates, proven sourcing methods, and fair compensation. Companies can fulfill these needs by providing long-term contracts or permanent positions, developing effective sourcing strategies, and offering competitive compensation packages. Stability and reliability in the candidate pipeline can be achieved through consistent talent marketing, building strong talent communities, and developing reliable sourcing methods.Provide job security through long-term contracts or permanent employment.Establish and maintain reliable sourcing strategies to ensure a predictable candidate pipeline.Offer competitive compensation packages that match or exceed industry standards.Provide benefits that improve the overall quality of life for recruiters, such as healthcare and work-life balance initiatives.Implement backup plans to mitigate any unforeseen changes in the recruitment landscape.Social Needs: Relationships, Teamwork, and CultureSocial needs, according to Maslow’s hierarchy, involve interpersonal connections and a sense of belonging. In the recruitment world, this translates to fostering positive relationships, both within the organization and with prospective candidates. Companies can facilitate this by promoting open communication, mutual respect, and a culture of teamwork. Building a supportive company culture is also crucial. This could involve regular team-building activities, fostering a culture of mutual respect and empathy, and integrating the recruitment team with the rest of the organization.Cultivate a culture of open communication, allowing for easy exchange of ideas and feedback.Encourage relationship-building within the team and with candidates.Schedule regular team-building activities to foster a sense of camaraderie among recruiters.Integrate the recruitment team with the rest of the organization to avoid siloing.Encourage respect and empathy among team members and towards candidates.Esteem Needs: Recognition, Professional Development, and RespectEsteem needs in Maslow’s hierarchy involve achieving, gaining recognition, and feeling valued. In a corporate setting, these needs can be met by recognizing recruiters’ successful placements and achievements, offering opportunities for professional development, and promoting a culture of respect. Regular feedback sessions, awards for outstanding performance, and career advancement opportunities can significantly enhance recruiters’ self-esteem. An environment that fosters continuous learning and recognizes recruiters’ hard work and contributions can drive their motivation and performance.Recognize recruiters’ successful placements and achievements publicly.Create a pathway for professional development through training and career advancement opportunities.Implement a system for regular, constructive feedback to encourage continuous improvement.Award outstanding performance to motivate recruiters and set benchmarks.Promote a culture of respect where every team member’s contribution is valued.Self-Actualization Needs: Influence, Leadership, Creative Strategies, and MentorshipAt the apex of Maslow’s pyramid lies self-actualization needs, which can be interpreted in a recruitment context as the ability to influence hiring strategies, assume leadership roles, and implement creative recruitment strategies. Companies can empower their recruiters by giving them a say in decision-making processes, opportunities to lead projects, and the freedom to develop innovative sourcing strategies. Mentorship opportunities, where experienced recruiters can pass their knowledge to junior colleagues, also contribute to this sense of fulfillment.Include recruiters in decision-making processes, giving them influence over hiring strategies.Encourage recruiters to take up leadership roles in specific projects or initiatives.Allow recruiters the freedom to develop and implement innovative sourcing and recruitment strategies.Offer mentorship opportunities for experienced recruiters to pass on their knowledge.Foster a culture of continual learning and innovation, encouraging recruiters to continually refine their skills and approaches.In summary, applying Maslow’s Hierarchy of Needs to the recruitment function can help organizations create a nurturing and motivating environment for their talent acquisition team. By understanding and addressing these needs, companies can promote the well-being and productivity of their recruiters, resulting in more effective hiring strategies, better candidate experiences, and ultimately, a more competitive organization in the talent marketplace.

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Learn Tech Recruiting with TechMap

Are you in the world of tech recruiting, trying to bridge the gap between your knowledge and the tech world? Feeling like you’re on the back foot while dealing with technical hiring managers and candidates? You’re not alone! Thankfully, there’s a solution tailored just to help you learn tech recruiting: TechMap. We’re going to dive into what this platform is all about and how it can be the game-changer you need in your tech recruitment strategy.Sign up for TechMap today! Affiliate LinkWhat is TechMap?TechMap is an industry-leading course designed specifically for tech recruiters to learn about technology. It offers comprehensive training on understanding technical concepts, making it easier for you to connect with and win the trust of tech candidates and hiring managers. The course has already been taken by hundreds of recruiters from leading companies like Bloomberg, WordPress, and, and it’s received a 4.6/5 star rating on TrustPilot!Why TechMap?The TechMap course provides value by offering an in-depth understanding of the tech landscape in only 15 hours. That’s right – in just 15 hours, you can elevate yourself from other recruiters who are just winging it. And the best part? Once you purchase the course, you can access it forever, allowing you to return to the course materials whenever you need them. It’s an investment that never stops giving returns. Invest in your future now!What Will You Learn?The course includes more than 100 bite-sized, highly visual interactive activities designed to help you comprehend tech concepts without any unnecessary jargon. It covers all core models and technical definitions you need to communicate effectively in your role. You can choose to deep dive into specific areas like CI/CD or Data Engineering or maintain a high level across all technical topics. TechMap’s approach to learning involves a blend of visual, discussion-based, and hands-on learning in a digestible, self-led way.Who is it for?TechMap is suitable for both junior and experienced recruiters. Like engineers, successful recruiters need to continually update their knowledge of tech, and TechMap provides the ideal platform for this learning.Learning, Supported by CoachesThe learning journey in TechMap is supported by experienced coaches who guide you throughout the program. There’s also unlimited one-to-one coaching for every learner. Whether you need to clarify concepts, make things relevant to your role, or need support with roles you’re currently working on, TechMap’s coaches are there to help.Ready to take your tech recruitment skills to the next level? Sign up for TechMap today! Affiliation with Recruiter.comWe want to be fully transparent about our relationship with TechMap. has an affiliate partnership with TechMap, meaning that we receive a small commission for each purchase made via the links in this article. However, our decision to promote TechMap is not only influenced by this partnership; we genuinely believe in the value it provides to tech recruiters.Taking the TechMap course can help you boost your confidence, improve your candidate screenings, build trustful relationships with hiring managers, and better design and plan your hiring strategy. It’s an essential tool in your tech recruiter toolkit, a tool you will use again and again. Invest in your career today, and make the world of tech a place where you feel at home.

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Onboarding Remote Employees: Best Practices and Tips

Key takeawaysAs the remote work landscape has become increasingly popular, businesses have had to adapt to virtual onboarding and training methods to offer a positive onboarding experienceCommunicating business expectations and job requirements and sharing vital information is key to integrating a new hireOther best practices, such as fostering a positive company culture and offering professional development, further boost the chance of long-term successRemote work has become increasingly popular since the pandemic revealed the ease and efficiency of employees working from home (and worldwide). As more businesses have expanded globally, various hiring and onboarding processes are becoming streamlined. Today, virtually onboarding new hires has become the new normal, and there are tried and tested methods that help remote employees integrate into the company culture. We’ve put together some best practices and tips foronboarding remote employees , setting both the organization and the workforce up for long-term success.Communicate Effectively with New HiresEffective communication is the cornerstone of an effective onboarding program and future collaboration. As new hires embark on the next leg of their professional journey with your company, it’s essential that you provide all necessary information about their roles, responsibilities, and expectations for the job position. Including all information in the employee handbook for future reference is helpful.With clear and concise communication, it’s possible to onboard remote team members into a new role despite the distance, ensuring no miscommunication or confusion. It’s also important to create an open line of communication for team members to address any questions or concerns that may arise during the onboarding process.To make the most of communication efforts, consider the following tips.Send a warm welcome before the start date to introduce key team members and provide any necessary information to help the new employee feel prepared and valuedClearly communicate goals, responsibilities, and timelines in writing for easy referenceEstablish a clear communication plan that outlines when, how, and which channels are used during the onboarding processBe accessible and responsive throughout the onboarding process to answer questions and offer guidanceEncourage regular feedback to identify areas for improvement to ensure employee needs are met Provide All Necessary EquipmentRemote hires may work from a coworking space, home, or coffee shop. These locations may be across different time zones and geographical locations. While these details may be insignificant regarding productivity, providing all necessary equipment is essential for a smooth and efficient onboarding. New team members should have access to the right tools and equipment to familiarize themselves with all hardware, software, and other resources to do their job effectively. For example, laptops, monitors, and specialized software and communication tools empower employees to become accustomed to doing their jobs effectively. Providing all necessary equipment demonstrates the company’s commitment to the remote workforce. The action fosters a sense of professionalism and creates an environment that encourages optimal performance and collaboration. Consider the following tips when providing the necessary equipment for remote hires. Conduct a technology needs assessment based on each new hire and their roles and responsibilitiesCoordinate timely delivery of hardware so that new hires have what they need before the first dayProvide clear setup instructions such as user manuals and login credentialsOffer technical support as needed, either through a dedicated ITs support team or a specific individual who is familiar with all equipment and softwareCommunicate equipment return procedures in advance to avoid future confusionSet Clear Goals and ExpectationsAlong with communication, it’s vital to set clear goals and expectations when onboarding remote employees to ensure everyone understands what is expected of them from the beginning. In a traditional onboarding process, physical presence and direct supervision offer guidance. Yet during a remote onboarding process, establishing clear goals and expectations provides a roadmap to success. Lay the foundation for accountability and productivity by clearly defining expectations, helping new hires understand their priorities, focus their efforts, and measure their progress. Make sure to include clarity on performance standards, deliverables, and communication protocols. With this knowledge, it becomes easier to integrate as part of the team confidently. Here are a few tips to get it right.Define specific and measurable goals that are relevant and attainableCommunicate key responsibilities and deliverables in line with goals and expectationsProvide context of the employee’s role with the broader organizational goals to help them understand the importance of their work in the larger contextSet realistic timelines and deliverables Schedule Regular Check-InsRegular check-ins during the onboarding phase play an important role in fostering integration and encouraging future success for new employees. In the remote work environment, traditional face-to-face interactions are not always possible, andvirtual check-ins are necessary to provide opportunities for connection, support, and guidance. During these regular check-ins, managers align expectations of the new hire, address any questions or concerns, and provide feedback in a timely manner. It also provides an opportunity to support the new employee and establish a sense of accountability to thrive in the future. Ongoing conversations through video call tools help employees feel more connected while giving managers insight into their progress. Whether you choose daily or weekly check-ins, it’s helpful to touch base and demonstrate commitment to the growth and development of remote teams.To make the most of regular check-ins, consider the following best practices.Establish a recurring schedule at a set day and time to ensure consistent communication and support during the onboarding processMake use of video conferencing tools to boost engagement and make the connection more personalSet clear objectives for each check-in to ensure that the discussions are focused and productiveEncourage active participation so employees feel comfortable asking questions, sharing updates, and asking for guidanceProvide meeting reminders leading up to the check-in to ensure everyone is prepared Foster a Positive Company CultureIn a remote environment, physical interactions and in-person exchanges are limited, so extra effort is needed to cultivate a positive company culture and create a sense of belonging, camaraderie, and shared values. Hiring managers, HR representatives, and mentors should emphasize inclusivity, collaboration, and support as you make new hires feel welcomed, engaged, and motivated to offer their best. Take the time to introduce the company culture and values through team-building exercises and ice-breaker sessions. When creating a positive company culture, it becomes easier to build strong relationships and instill a sense of purpose in the new job role. Positivity is contagious, and as more remote employees embrace the positive company culture, it will boost morale, productivity, and retention. Consider the following tips for instilling a positive company culture.Ensure that the introduction is warm and welcoming, with team-building exercises emphasizing company culture and valuesEncourage communication and collaboration by promoting open communication channels and virtual collaboration tools, such as Slack channels and ZoomProvide mentorship and buddy systems for new hires to provide guidance and supportRecognize and celebrate achievements — even from the onboarding phase — through virtual recognition programs and shout-outs during team meetings to foster a sense of appreciationPrioritize employee well-being by promoting a healthy work-life balance through the likes of virtual wellness programs, flexible work schedules, and resources for remote work productivityProvide Opportunities for Professional DevelopmentAddressing learning and growth can be challenging in a remote environment, and organizations need to invest in developing remote employees from the get-go. Making professional development a priority demonstrates a commitment to long-term success. Training programs, workshops, and access to learning resources are a few ways organizations can empower the global workforce to enhance their skills,expand their knowledge , and stay relevant in their roles. It also helps remote employees stay connected to the organization, its goals, and the industry as a whole.Access to professional development opportunities fosters a sense of engagement which can boost motivation and job satisfaction. Helping remote employees advance their careers and professional journey makes them feel valued within the company,  contributing to a positive employee experience.Are you wondering how to implement these opportunities into your remote employee onboarding plan? Consider the following suggestions.Identify the skills and knowledge areas most relevant to the new employee’s role and development goalsOffer virtual training sessions and workshops that can be completed in a remote capacityAssign a mentor or coach to provide guidance, support, and further opportunities for learning and growth in the specific roleEncourage self-paced learning by offering access to resources such as e-books, articles, and educational videosFacilitate virtual networking opportunities (including internal networking events) to help new remote employees connect with peers and professionals in their fieldBenefit from Onboarding Remote EmployeesIn the realm of remote working, the onboarding process lays the foundation for the successful and seamless integration of new hires. Setting clear goals and expectations, providing necessary equipment, and empowering remote workers from day one boosts the chance of success.Prioritize regular check-ins and one-on-one meetings through effective communication channels to foster a sense of connection, support, and engagement. These meetings also contribute to a positive company culture that nurtures a sense of belonging (even from afar). Implementing these tips andbest practices to your onboarding checklist makes it possible to promote productivity, collaboration, and long-term satisfaction from remote employees. Author: Jemima Owen-Jones, Content Writer at Deel 

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