Interviews are a crucial part of any recruitment process. They ensure managers can get to know candidates beyond their CVs and decide if they’re the right fit for the team.
However, one thing that often goes under the radar is candidate satisfaction. And in today’s world, where word spreads quickly online, a single bad interview can have a serious impact on a company’s reputation.
Digital PR agency Reboot Online has used candidate reviews to reveal the extent of this issue. Alongside naming and shaming the businesses with the worst ratings, the findings offer SMEs valuable insight into how to conduct a good interview.
15% of all candidates report negative interviews
It’s human nature to share experiences, whether good or bad. And much like when unhappy customers leave feedback about poor service at a restaurant or store, disgruntled job seekers are also compelled to share their interview horror stories online.
Reboot Online analysed data from over 300,000 Glassdoor reviews. It found that on average, 15% of candidates report a negative experience when interviewing with a company. But some well-known firms apparently have an above-average dissatisfaction score.
The study found that Spotify had the highest percentage of negative experiences among the world’s top 100 employers, with 37% of candidates reporting a bad experience.
Ironically enough, Reboot Online reports that 29% of candidates recall negative interviews at Indeed.com, despite it being the world’s number one job site.
PayPal, Shopify and Netflix follow closely behind with 28% of candidates reporting negative interview experiences. Despite all three being highly desirable places to work, Reboot Online’s analysis finds that one in three interviewees leave unimpressed.
Likely, many of these bad reviews could be from aggrieved candidates who didn’t get the role. But according to Reboot Online, difficult interviews do not correlate with bad experiences.
Large companies like Salesforce and Rolls-Royce had largely positive feedback from candidates. While both were reported to have high interview difficulty, these companies both received higher satisfaction scores from Glassdoor reviewers.
What makes a bad interview?
A poor interview experience, whether due to a lack of communication, disorganisation or an unpleasant atmosphere, leaves a lasting impression. According to research from StandOut CV, 83% of candidates say a negative interview experience led them to reject a job offer.
So, what are the main offenders of poor interview practices?
Based on Reboot Online’s findings, the most common complaints were around getting ghosted by recruiters, generic rejection emails and interviewers arriving late.
With this, further statistics from StandOut CV revealed that 63% of candidates are unhappy with the lack of communication they receive from employers after applying. Plus, over half of job seekers say recruiters never keep them updated on their application’s progress.
Meanwhile, a quarter of job seekers have experienced lateness from a hiring manager when attending an interview.
Lengthy interview processes also cause annoyance, with most candidates believing that two stages for an interview are acceptable. 64% agreed that more stages are unnecessary.
Hiring lessons for small teams
With these findings in mind, there are several lessons SMEs can take when it comes to refining their own hiring practices. Here are five ways businesses can ensure a positive candidate experience:
- Keep communication consistent and tailored: keep candidates in the loop at every stage. Even a short, personalised update can set you apart from other companies, where candidates may just feel like another number.
- Prepare beforehand: a business needs to be prepared for interviews too. Make sure that whoever is interviewing the candidate has reviewed their CV fully – especially if you’ve relied on AI screening tools to review the first round of applications.
- Avoid ghosting: even if someone isn’t a good fit, follow up with a clear outcome. This shows professionalism and doesn’t leave the candidate feeling ignored.
- Ask for feedback: after the process, ask a select number of candidates (even those you didn’t hire) for feedback on their experience. It’s a good way to improve your hiring process and shows that you care about getting it right.
- Use scheduling software to stay punctual and professional: tools like Google Meet or Zoom can help you stay organised and avoid being late for interviews. Set automated reminders, buffer times between meetings, and sync across devices to show candidates that you value their time as much as your own.
Any further questions?
You don’t need a huge HR team to make a good impression – just a bit of care and consistency in your hiring practices.
For small businesses, interviews are a chance to show what your company’s values, organisational culture and day-to-day working style are all about.
Keep things clear and respectful, and you’ll leave candidates with a positive experience and boost your chances of attracting the best people in the future.
