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1. Start with a real confirmation email

You’d be amazed how many candidates apply for a job and hear…nothing. No “thanks for applying,” no info on what happens next – just a blank screen and radio silence.

That’s a terrible first impression.

Instead:

Set up a clear, warm, human autoresponder that confirms:

• You’ve received the application
• When they’ll hear from you (even if it’s just “within 5 working days”)
• Who’s managing the process (bonus points for a real name)

It doesn’t need to be fancy – just clear, respectful, and useful.

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2. Share what your process actually looks like

Most candidates have no idea what to expect after they apply.

Will it be a 2-step interview or a 6-stage marathon? Is there a take-home? A panel? A presentation?

If you don’t set expectations, you create anxiety.

And anxious candidates either drop out…or overprepare, burn out, and underperform.

The fix:

• Link to a simple “What to Expect” page on your site
• Or include the outline in your confirmation email:
  • CV review → recruiter screen → hiring manager interview → task → final stage

You’ll build trust immediately – and reduce friction down the line.

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3. Avoid treating early messages like admin

If your first email to a candidate is titled “Re: Application for Role Ref 3824-JD” – they’re already disengaged.

The candidate experience doesn’t start with the recruiter screen. It starts with your tone, your clarity, and your comms hygiene.

Small things make a big difference:

• Use their name
• Avoid passive corporate voice (“Your application has been reviewed…”)
• Show personality, not just process

You’re hiring a human. Write like one.

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4. Think beyond the job ad

The job ad might have got them interested – but what happens next is what makes them stay in your funnel.

If they don’t get a follow-up for a week…

If they get ghosted after an initial screen…

If they feel like just another application in a sea of LinkedIn Easy Applies…

They’ll take the other offer.

You don’t need to overhaul everything.

You just need to tighten the start.

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Final thought

First impressions matter – and in hiring, they’re made long before the interview.

If your candidate journey doesn’t kick in until stage two, you’re already on the back foot.

The best teams treat candidate experience like marketing:

• Fast responses
• Clear next steps
• Real tone of voice
• Consistency from day one

That starts before the screen. Before the interview.

It starts with what you send right after they apply.

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Let’s talk about how we can reduce your time to hire and increase your offer acceptance rates – while delivering a candidate experience that sets you apart.