#candidateexperience

Modern recruitment is no longer just about filling vacant roles. The way candidates are treated throughout the hiring process has become a major factor in attracting, engaging, and retaining skilled professionals. Across Australia, businesses are recognising that a strong candidate experience improves employer branding and leads to better hiring outcomes.

At Surematch, we help organisations create recruitment strategies that combine efficiency with a positive and professional candidate journey.

Understanding Candidate Experience

Candidate experience refers to how jobseekers feel about every stage of the recruitment process, from the first interaction to final onboarding. This includes communication, interview experiences, feedback, transparency, and the overall professionalism shown by the employer.

A positive candidate experience ensures applicants feel respected, informed, and valued, even if they are not selected for the role.

Strong recruitment experiences create trust and leave a lasting positive impression.

The Connection Between Candidate Experience and Employer Branding

Candidates often share their recruitment experiences with friends, colleagues, and online communities. A well-managed hiring process can strengthen an employer’s reputation, while poor communication or a lack of transparency can discourage future applicants.

Employer branding is shaped not only by workplace culture but also by how candidates are treated before they join the organisation.

Positive recruitment experiences help attract high-quality talent.

Keeping Candidates Engaged During Hiring

Clear and timely communication is one of the most important parts of candidate engagement. Providing updates, outlining expectations, and offering feedback helps candidates stay informed and feel appreciated.

Well-structured interviews that respect a candidate’s time also improve the overall experience.

Engaged candidates are far more likely to remain interested in the opportunity.

Reducing Candidate Drop-Off Rates

Long or unclear recruitment processes often lead to candidate drop-off. Skilled professionals usually have multiple job opportunities and may choose employers that provide quicker and more transparent hiring decisions.

A streamlined recruitment process helps organisations secure top talent before competitors do.

Efficiency and clarity improve recruitment success.

The Importance of Recruitment Partners

Recruitment agencies play an important role in shaping candidate experience. They act as the connection between employers and jobseekers, ensuring communication remains professional, supportive, and clear.

Surematch supports candidates throughout the recruitment journey, helping them feel confident, informed, and prepared.

This creates better hiring outcomes for both employers and candidates.

Conclusion

Candidate experience has become a critical part of successful recruitment. Businesses that prioritise communication, transparency, and respect are better positioned to attract and retain top talent while strengthening their employer brand.

Surematch remains committed to helping organisations build recruitment processes that deliver positive candidate experiences and long-term success.

Every interview you take… Every email you delay… Every unclear job description…

It all builds your employer brand.

Candidates talk. They share experiences. And they remember how you made them feel.

A bad hiring process doesn’t just lose one candidate— it impacts your future talent pipeline.

👉 Want better candidates? Start by offering a better experience.

What Candidates Say About Interviewing on Jobma | Jobma Review | Better Experience

Interviewing shouldn’t feel stressful for candidates or recruiters.

With Jobma, candidates can record their interviews anytime, anywhere, giving them the flexibility to prepare, stay confident, and present their skills at their best. The result is an experience that feels structured, clear, and respectful of their time.

Recruiters benefit just as much. Interviews can be reviewed on their own schedule, without back-and-forth coordination or delays - leading to faster, more informed hiring decisions.

Here’s what one candidate had to say about their experience: “The interview process was very smooth and well-structured.” — Manuel M (5-star review)

What Candidates Say About Interviewing Via Jobma Platfrom | Candidate Experience

What are candidates saying about getting interviewed via Jobma video interviewing platform?

Watch this video to hear directly from a candidate who experienced Jobma’s video interviewing platform and described it as the “best interview screening” they’ve ever had. With flexible scheduling, a clear and intuitive interface, and the ability to interview without pressure, Jobma helps candidates feel prepared, confident, and comfortable from the very first step.

Jobma’s video interview experience is designed with candidates in mind: ✅ Interview anytime, anywhere ✅ No scheduling back-and-forth ✅ Simple, intuitive video flow ✅ A fair and engaging screening experience

When candidates feel at ease, they show up as their best selves, and that leads to better hiring outcomes for everyone.

What Candidates Have to Say About Jobma | User Review

One-way video interviews don’t have to be intimidating - especially if it’s your first time. In fact, many candidates find the experience much easier and far more flexible than traditional screening methods.

Check out what this candidate had to say after completing his first-ever one-way interview on Jobma, giving it a full 5-star rating.

Jobma’s one-way video interviews are designed with candidates in mind. You can:

Record answers anytime, anywhere

Avoid scheduling delays and travel requirements

Take your time and re-record until you’re confident

Present your best self comfortably and authentically

Your first impression matters, and flexibility helps you shine. If you're preparing for a video interview or exploring modern hiring tools, this testimonial shows just how easy the process can feel.

A background check goes far beyond a quick search or a reference call. It is a structured, methodical review of a candidate’s professional, academic, and legal history. Whether you’re hiring a nurse for a hospital, a financial advisor for a bank, or a manager for a retail chain, background checks confirm credibility and strengthen long-term team trust.

A typical background check verifies employment timelines, academic records, criminal history, professional references, and industry-specific licenses and certifications. While every sector benefits from these checks, regulated fields like healthcare, finance, education, transportation, and law enforcement treat them as non-negotiable.

For example, a hospital hiring a nurse may verify the practice license and previous work performance. Even in non-regulated roles, background checks are the foundation of safe, reliable hiring. If a candidate claims to have led a high-impact project at a Fortune 500 brand, verification helps confirm whether the leadership experience is real or exaggerated.

As hiring grows more complex, companies can’t rely on manual methods anymore. Modern teams need reliable systems that work at scale - and that’s where technology steps in. Here’s how you can leverage technology to ensure foolproof background check workflows:

1. Integrate Background Screening Directly Into Your Hiring Platform

Embedding background checks into your existing hiring tech suite is the fastest way to reduce friction. When screenings are built into your hiring platform, like Jobma, recruiters can trigger checks automatically as candidates move through the pipeline. No more downloading documents, uploading files, or waiting for someone to manually verify information. Everything flows through a single, secure channel, giving you cleaner data and a consistent experience.

2. Automate Consent and Compliance

Regulations like the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission (EEOC) require you to implement proper consent procedures and documentation. Modern tools automate compliance by collecting digital signatures, managing disclosure documents, and maintaining audit-ready logs. Once a candidate reaches the required stage, the system collects their voluntary consent and prompts them to complete all legally required steps. This keeps your team compliant without extra administrative work.

3. Build Tailored Screening Packages by Role

Background check tools make it easy to create job-relevant screening bundles. A warehouse role might need a driving record check. A director-level hire might require deeper employment verification. Modern tools provide templates tailored to the specific requirements and compliance needs of each role to ensure precision.

4. Keep All Reports in One Centralized System

Unify your background screening system within your hiring tech suite to prevent information silos. Automated workflows store every detail - results, timestamps, discrepancies, approvals, and reviewer notes - in one auditable record. This structure is invaluable when preparing for compliance reviews or reconciling hiring decisions across departments.

Conclusion

Delivering a standout candidate experience is no longer about having a polished careers page or sending nicely worded emails. Top talent now expect hiring teams to offer convenience, personalization, and tech maturity through their hiring process. When organizations use the right tools - and use them well - the entire hiring journey becomes smoother, faster, and far more human.

Here’s how you can leverage technology for exceptional candidate experience:

1. Match Candidates to the Roles That Fit Them

Relevance drives engagement. When a candidate is approached for a role that genuinely aligns with their skills and career path, they’re far more likely to respond and stay invested. Job Description-to-Resume matching tools help teams filter out mismatches and focus their outreach on candidates who actually fit the role. It’s a small shift that creates a huge difference in perception.

Here’s how you can set it up:

Define job criteria clearly

Mention the necessary technical skills 

Highlight the soft skills needed for the role, like confidence and strong communication. 

The key is to prioritize quality over volume. Candidates immediately notice when the role makes sense for them - and they associate that precision with a respectful hiring brand.

2. Offer Communication Options That Meet Candidates Where They Are

The first message sets the tone. Flexibility in how you communicate - whether through email, SMS, or open-link invites - shows adaptability and makes it easier for candidates to respond quickly.

With texts delivering sky-high open rates and emails offering opportunities for personalization, giving candidates a choice increases engagement and reduces drop-offs. Adopt modern platforms that make multi-channel outreach a one-click task, and stay on top of networking platforms like LinkedIn and Slack. This ensures that no recruiter has to juggle tools to manage communication.

3. Keep the Journey Transparent and Predictable

Silence is the biggest reason candidates disengage. So, automate interview reminders, milestone confirmations, and real-time updates with smart recruitment tools.

This helps candidates stay informed and reduce uncertainties around schedules or next steps. Even a brief “we’re still reviewing” note signals that the organization values transparency. Automation makes this easy without adding manual workload.

4. Craft Messages That Leave a Positive Impression

Thoughtful messaging goes a long way. A warm welcome message sets expectations and helps candidates feel supported, while an encouraging note mid-process can ease nerves. Even rejection emails - when timely and respectful - can strengthen long-term employer brand perception.

Smart interviewing and hiring tools make it possible to automate these touchpoints without stripping away the personal feel.

5. Make Interviews Accessible and Convenient

Interviews can be stressful. So, the format should help candidates put their best foot forward. Incorporating pre-recorded interviews in your hiring workflow gives candidates flexibility to record and respond on their schedule. AI-assisted live interviews can help teams gather structured insights while keeping the interaction human.

6. Ensuring Access Anytime, Anywhere

Gen-Z and millennial job seekers expect mobile-first experiences. Applications, uploads, assessments, and interviews should work seamlessly across devices and screen sizes. A process that loads quickly, avoids unnecessary configuration, and respects bandwidth limitations instantly feels more candidate-friendly.

Conclusion