In a competitive marketplace, it is as important for a candidate to impress an employer, as it is for the employer to impress the candidate. Brand reputation transcends the control of those who interact with candidates and often falls to the power of ‘word of mouth’. So, what are the public saying about working for your company? Have you got a good reputation? Needless to say, if no one has anything good to say about you, you’re going to be in trouble when recruiting. The good news is that it is possible to change the view of the public if their current outlook isn’t too positive. A respectable recruiter who has the confidence and ability to act as your brand guardian will help to put right any of your past mistakes. Below are the top five ways working with your brand guardian can improve the candidate experience.

Constant Communication

Applying for any job can be a stressful experience. Candidates should be contacted by their recruiter throughout the process so they know where they stand, and their expectations should be managed at each stage; giving candidates time and information to prepare for each recruitment stage is essential to seeing the best version of that individual. Once the interview has taken place, make sure they know the timescales for feedback – regardless of the outcome they should feel appreciated, relaxed and excited about a possible offer heading their way.

Smooth Processes

It is crucial that the application process is straightforward and quick. Lengthy application forms could easily put people off! Recruiters should be aware that the shorter the recruitment process the better, holding candidates in anticipation of a role for an excessive period can result in them losing interest.

Speaking the Truth

Benefits package ok but not excellent? Office dated but good people to work with? Be transparent from the start. You would tell the truth about the role requirements, so make sure you do the same about the entire package – candidates are more likely to trust an organisation that has been completely upfront from the start.

Not only this, you’ll attract candidates who are the best fit for the role if they are fully aware of what the job entails. The better you inform your recruiters, the better they’ll inform your candidates.


More and more people are being counter offered, therefore the entire on-boarding experience is critical for how a candidate views the organisation they are joining. Keeping them engaged and excited throughout the process lowers the risk of them staying with their current company. The imperative part of the candidate journey starts from when the candidate has received an offer, and includes resignation management, updates on the employment checks, contact from recruiter/line manager during their notice period – all the way until their first day with the organisation.


The most powerful feedback, is from those who don’t get the job – if their opinion of the company is still positive, it will speak volumes to future prospective candidates.

Even if a candidate is unsuccessful in their application, make sure you inform them how long they will be waiting to hear back so they don’t feel ignored; It is important that unsuccessful candidates also have a great experience as these individuals will still serve as ambassadors for the company. When the time comes, give them honest feedback and suggestions for improvements next time around, remember they have still committed their time to the process, leaving them feeling appreciated for this is essential.

Remember :

Job seekers are more likely to go back to a company that has given them a positive candidate experience when they have applied for a role, they are also more likely to recommend that company to a friend and speak positively about their experience, irrespective of whether they were successful or not. Make sure your recruiter is acting as your brand guardian and contributing to your reputation in this ever changing market - better talent equals better quality of work and better output for your organisation.

If your business could benefit from a recruiter with brand guardian experience contact Resource Management for some advice and expertise.

Kirstie Ryder, Client Services Manager

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