“Candidate experience” is a buzzword. There’s a better way.

I want to give The Rock Bottom to people when they discuss “candidate experience.” Little secret here: that’s a buzzword. It means nothing. Well, OK, it means something. What it means is this: a HR/talent acquisition department has a bunch of boxes to check, potentially via a software suite that’s probably largely automated (hence not even human), and they can subsequently show their boss that they “engaged around candidate experience.” In reality everyone who applies wants to slit their wrists with an open Paper Clip, and we all feel increasingly isolated when Widgets Company With Made-Up Growth Numbers doesn’t tell us anything about the process for seven weeks.

It’s really not that hard. This is what a “good candidate experience” would look like:

• Simple submission process, i.e. your LinkedIn profile
• Quick email (this can be automated) with some cool stuff about the company
• Email within three days about the current status
• If it’s a reject, explain why in semi-vague, legally-defensible terms and invite them to do something else with you, like a local happy hour or some junk
• Please do NOT say “We’ll keep your resume on file;” we all know that’s a lie
• Continue to communicate and schedule with…