What Candidates Really Think About Your Interview Process
You might think your interview process is working just fine. Your team’s asking smart questions, the hiring panel is aligned, and the feedback loop is…well, eventually happening.
But here’s the problem: candidates don’t care how “structured” or “streamlined” your process is on paper, they care about how it feels. And that experience is shaping how they talk about your company online, with peers, and maybe with their next employer.
So let’s pull back the curtain. Here’s what candidates really think and what you can do about it.
"It felt cold and impersonal."
Many candidates walk away from interviews feeling like they were just another slot on someone’s calendar. No warmth, no rapport, no sense that the interviewer wanted to be there. That silence after they ask a question? It’s louder than you think.
✅ Fix it:
1. Humanize your process
Start interviews with context: “Here’s how this interview fits into our hiring process.”
Let them know what to expect.
Be present.
2. Train your team to interview like hosts
Your interviewers represent your brand.
If they’re distracted, rushed, or indifferent, that becomes your brand.
"There were too many hoops and no clear purpose."
Six interviews. A take-home assignment. A panel presentation. A case study. Candidates often feel like they’re going through an obstacle course, not an evaluation process.
✅ Fix it:
1. Audit your process
If you can’t explain why each step exists and what it’s testing for, cut it.
2. Respect their time
Candidates are working full-time, parenting, job hunting, or all three. Make interviews count, not just “thorough.”
Bonus tip: If you require a take-home project, pay candidates for their time, or at the very least, acknowledge the effort.
"No one ever followed up."
This is the most common complaint. A candidate goes through two or three rounds and then… nothing. Even rejections wrapped in ghosting hurt your reputation.
✅ Fix it:
1. Set expectations early
“We’ll follow up by Thursday, even if we don’t have an update.”
2. Actually follow up
Even if it’s a “we’re still deciding,” say that.
3. Reject with care
One thoughtful rejection email can leave a positive impression that turns a candidate into a promoter, not a detractor.
"I had no idea how I was doing."
Most candidates are in the dark about how they're being evaluated. They’re guessing what matters. That’s frustrating and unfair.
✅ Fix it:
1. Be transparent
“In this round, we’re looking for how you approach ambiguity and communicate under pressure.”
2. Give light feedback in real-time
A simple “That’s the kind of thinking we look for” or “That’s something we’d want to dig into more” builds trust.
"The interview didn’t reflect the job or the company."
When candidates are asked off-topic brain teasers, face a culture mismatch, or are thrown into irrelevant tasks, they lose confidence not just in themselves, but in you.
✅ Fix it:
1. Align interview content with role outcomes
Interview questions should reflect the job as it is, not as it looked three hires ago.
2. Use structured rubrics
Not just gut feel or “vibes”.
Set actual criteria tied to performance.
Wrapping Up
Here’s the thing: candidates talk. They leave Glassdoor reviews. They tweet. They DM friends in similar roles. If your process felt disorganized, indifferent, or grueling, they’ll remember and share.
Even candidates you don’t hire are part of your brand story. Treat them with respect and clarity, and they’ll walk away thinking:
“I didn’t get the job, but I’d apply again or recommend a friend.”
That’s what strong employer brands are made of.
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Follow me for more articles on remote team processes, tips and hiring ⇢ Milos Eric
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