Candidate Experience: What Startups Need to Know About Next-Generation Talent

2024 candidate experience has gone from being a “nice-to-have” to a “must-have” component of hiring. The next generation of talent isn’t just looking for jobs—they’re seeking an experience that reflects their values, aspirations and desire for transparency. For startups battling established companies for top-tier talent, nailing the candidate experience is not just advantageous—it’s critical.

So, how can a startup create a winning candidate experience? Let’s break it down.

Candidate experience refers to how job seekers perceive and interact with your hiring process, from the first job ad to the final offer (or rejection).

The numbers tell a compelling story (Source: Starred):

• 65% of candidates lose interest in a role after a poor interview experience​.

• 75% evaluate a company’s employer branding before applying​.

For startups, where every hire can significantly impact the team, losing potential talent due to poor experience is a risk you can’t afford.

What Next-Generation Talent Wants

2024 marks the year when Gen Z overtakes Baby Boomers in the workforce, and Millennials make up 75% of the global labor market. The priorities of this new workforce extend beyond competitive salaries. Here’s what startups need to deliver in the candidate experience:

1. Transparency:Candidates value clarity in the job description, interview process, and timelines. Ambiguity leads to frustration and drop-offs.
   

2. Personalized Feedback:Over 46% of candidates believe their time is disrespected during interviews​. Even if they don’t get the job, constructive feedback ensures they leave with a positive impression.
   

3. Flexible and Inclusive Practices:Hybrid interviews and equitable assessments resonate with a diverse talent pool.
   

4. Cultural Alignment:Candidates want to understand your startup’s mission and values. Showcase these clearly during interactions.

However, startups also face certain constraints in the Candidate Journey, which can lead to overlooked aspects of the candidate experience. Here are five common pitfalls and solutions:

1. Slow Response Times:

   
   

   • Problem: Candidates frequently experience extended periods of silence after submitting applications or completing interviews. This creates frustration and uncertainty, often leading them to disengage or accept offers elsewhere.
     

   • Why It Matters: LinkedIn research shows that 65% of candidates lose interest in a role due to a bad interview experience, often caused by poor communication. Additionally, candidates who don’t hear back promptly are more likely to leave negative reviews, tarnishing your employer brand.
     

   • Best Practice: 

     1. Leverage Automation Tools: Use platforms like Greenhouse or JazzHR to send timely application status updates. These tools can notify candidates when their application moves to the next stage or when they’ve been shortlisted for an interview.

     2. Set Communication Benchmarks: Ensure candidates receive a response within a set timeframe. For example, with our candidates, we give feedback within 48 hours post-interview. And inform them of this timeline at the end of the interview. This shows that we value our candidates’ time and keep them engaged as a result.

     3. Create a Feedback Loop: Implement surveys after each hiring stage to gauge satisfaction and refine response practices.
        

2. Complex Application Processes:

   
   

   • Problem: Overly lengthy or complicated application processes drive candidates away. A CareerBuilder survey revealed that one in five candidates spends less than 10 minutes on job applications, meaning they abandon processes that require too much time​.
     

   • Why It Matters: Complex forms or repetitive requirements can make candidates feel their time isn’t respected. This is particularly detrimental for startups with limited visibility, as candidates are less likely to invest significant effort without established brand loyalty.
     

   • Best Practice: 

     1. Streamline Applications: Use mobile-friendly platforms to simplify the process. Include only essential fields and allow candidates to autofill information through LinkedIn or other integrations.

     2. Audit Your Process: Review each step of your application form to remove redundancies and unnecessary requirements.

     3. Communicate Efficiency: Highlight the simplicity of your application process in your job postings to attract more applicants.
        

3. Lack of Feedback:

   
   

   • Problem: Receiving no feedback—or vague, impersonal responses—discourages candidates and leaves them with a poor impression of your startup. Research by Starred shows that only 17% of employers measure candidate experience at all stages, leaving a major gap for improvement.
     

   • Why It Matters: Feedback provides closure and helps candidates feel respected, even if they aren’t selected. Ignoring this step risks creating negative word-of-mouth and losing future applicants. Whereas providing constructive feedback reinforces your commitment to a positive candidate experience and leaves the door open for future opportunities.
     

   • Best Practice: 

     1. Automate Personalized Feedback: Use tools like HireVue and Paradox to send customized feedback based on interview performance.

     2. Be Specific: Highlight strengths and suggest areas for improvement to make your feedback actionable.

     3. Build Templates: Create reusable templates for rejections, interview feedback, and status updates. For example, Manatal offers pre-built templates for acceptance and rejection emails​.
        

4. Impersonal Interviews:

   
   

   • Problem: With the rise of the virtual interview process with several steps, candidates feel like just another number in the process, with generic interview questions and little effort made to connect on a personal level.
     

   • Why It Matters: A candidate’s impression of your company culture is shaped during interviews. Research shows that candidates who don’t sense cultural alignment during interviews are more likely to second-guess their decision to join​.
     

   • Best Practice: 

     1. Tailor the Interview Experience: Design role-specific interview questions and avoid a one-size-fits-all approach.

     2. Showcase Your Culture: Incorporate elements like a team introduction or a virtual office tour to make interviews engaging. Companies like Weights & Biases excel at this by using custom presentations during the hiring process​.

     3. Train Your Team: Ensure interviewers are equipped to represent your brand and ask thoughtful questions that reflect the candidate’s resume and potential contributions. The best way is to use interview scorecards to have standardized role-specific questions in your hiring team.​
        

5. Unclear Expectations:

   
   

   • Problem: Candidates are often left in the dark about what to expect during the hiring process. Whether it’s unclear timelines, vague job descriptions, or a lack of communication about next steps, this ambiguity can frustrate candidates and cause them to drop out of the process.
     

   • Why It Matters: According to research, nearly 70% of candidates judge their expected future treatment by how they are treated during the hiring process​. Moreover, candidates are highly attuned to red flags, like inconsistent communication or processes that feel unorganized. A lack of clarity undermines trust, making candidates second-guess their decision to proceed.
     

   • Best Practice: 

     1. Detailed Job Descriptions: Avoid generic language. Use specifics about the role’s responsibilities, growth opportunities, and cultural fit to set realistic expectations.

     2. Clear Hiring Timelines: Communicate the number of stages in the interview process, expected response times, and potential decision dates. For example, when we (TalentGate Solutions) hire for our client startups, we have successfully maintained candidate trust by sharing detailed interview schedules and updates at each stage​.

     3. Consistent Updates: We use tools like Workable or Calendly to automate notifications, keeping candidates informed about their application status. Even a quick “Your application is under review” email can make a big difference in a candidate journey.

     4. Personalized Communication: Candidates value tailored interactions. At TalentGate Solutions we create a candidate guide deck, to give applicants an inside look into our hiring process and client’s company culture​.

     5. Outline Next Steps After Each Interview: During interviews, let candidates know what happens next—whether it’s a feedback timeline, an additional round, or a final decision. Tools like Greenhouse help automate these touchpoints, reducing manual effort while improving transparency.

Final Thoughts: Proactive Candidate Experience

As the next generation of talent raises the bar for what they expect from employers, startups have a unique opportunity to stand out by implementing authentic, streamlined, and engaging hiring practices. By being proactive and focusing on transparency, personalisation, and leveraging the right tools, you can create a candidate experience that not only attracts top talent but also sets the foundation for your startup’s long-term success.

How TalentGate Solutions Can Help

Hiring top tech talent for your start-up just got easier with TalentGate Solutions. Our dedicated team of experts works as an extension of your company, finding the perfect fit for your culture and goals. No long-term contracts, just a flexible subscription model tailored to your growth.