And 80% are left hanging even after interviews. Awkward! 
You interview and think it goes well. But despite follow-ups, you never hear if you got the job or not. So unprofessional.
But There’s Hope!
And over half said it totally swayed their decision to accept the job. Talk about a happy ending!
Positive experiences also impact your employer brand. In fact, 57% of candidates left positive online reviews after good experiences. 
That’s free advertising right there!
So how can you avoid disasters and create great experiences?
We’ve got the inside scoop…
How to Get Recruitment Right?
Treating job candidates right should be Recruiting 101.
But let’s get real – employers drop the ball all the time.
From lack of communication to outright ghosting, too many hiring processes give applicants the cold shoulder.
How can you fix this fumble and get recruitment right?
Take notes on these pro tips:
Be upfront about pay and benefits
27% of job seekers expect to see compensation info in the initial job posting. Don’t make candidates wait till the offer stage to find out they can’t afford the role! 
Share the salary range upfront so people can decide if it’s worth their time.
Provide accurate job descriptions
Nobody likes showing up on day one to find the actual job duties don’t match the original listing.
In fact, 61% of job seekers nod on the truth. Be clear and thorough in describing responsibilities, expectations, and qualifications. 
Remember, the job posting is the candidates’ first impression of you!
Job seekers crave regular and transparent communication throughout the hiring process. Be sure to:
Respond promptly to applicants (say within 48 hours). Don’t be like the 76%!
Share next steps and timelines upfront. Give status updates if candidates check in. Don’t go ghost!
Speaking of ghosting…
The Ghosting Goes Both Ways
Candidate ghosting is super frustrating, especially if they bail after interviews.
Remember, your treatment of candidates can make or break your employer brand.
Even if you don’t hire someone, create a positive experience that won’t send them complaining about you online afterwards.
How soon after an interview should I follow up?
For real, hit up the interviewer like the next day to say thanks and all that. Keep it short n’ sweet. Mention something cool you talked about so they remember you. Gotta strike while the iron’s hot!
What’s the best way to prepare for a video interview?
So for video chats, test that tech so you don’t get glitched up. Dress to impress on top but wear sweats below if ya want!
Stare into that camera like your life depends on it. Have your smart notes and prep nearby. Oh and speak real clear and chill. Basically act like it’s in person. You got this!
Is it okay to ask about next steps in the hiring process?
Asking what’s next is no sweat! Just be polite, like “Hey, was hoping to see if you got an update on next steps after our chat? Still really interested in the job.” Shows you’re eager, which they’ll dig.
How can I stand out when applying for a competitive job?
If it’s a tough job to get, customize all their resume bullets to match what they want.
Here’s a pro tip:
Show off how you got the skills already.
Research the biz and say how you can help them crush it.
Ask solid questions to learn more.
Send a thank you note right after about why you’d rock the role.
What should I do if the employer doesn’t respond after the interview?
If after the interview they ghost you, wait 1-2 weeks then hit them back up like “Hey, just circling back to see if you got an update on where I’m at in the process?” If still nada after another couple weeks, call them up to check in. Otherwise, keep grinding and reapply later.
There you have it folks!
Now you’re armed with insider intel on what candidates love and loathe about hiring processes.
Treat ’em right and they’ll happily accept your offers. Keep it shady and they’ll head for the hills. The stats don’t lie!
We know you can do it.
Go get ’em recruiters! And may the job hunting odds be ever in your favor.
Rachelle is a digital marketer with experience in project management and marketing. She crafts content supported by data, advocating innovative solutions for job-seekers and professionals involved in hiring.