Would you recommend a restaurant simply because of the way you were treated, even if the food wasn’t particularly impressive? More often than not, people tend to remember the service they received rather than the meal itself.
The same applies to recruitment. Candidates decide whether or not to accept a job based on the experience they have throughout the hiring process, not solely on the salary or benefits package. They may not remember the offer, the salary, or even the interview questions, but they will remember how the process made them feel.
According to a CareerBuilder study, more than 60% of candidates lose interest in a role if they do not receive any response from the employer within two weeks. This proves that poor communication and lack of feedback negatively affect candidates’ perception of an employer, even when they are genuinely interested in the position. In other words, a candidate may reject an excellent company simply because they felt ignored during the recruitment process.
Andreea Dumitrescu, Senior Recruitment Manager at BIA Human Capital Solutions, explains what influences candidates’ perceptions and how you can turn your recruitment process into a competitive advantage for your employer brand.
“Many companies still treat recruitment as a stage separate from the overall employee experience, as if what happens before the employment contract is signed doesn’t really matter. The reality is that candidates form an impression of a company much earlier than employers realize, and that impression quickly spreads across the market—whether through recommendations or online reviews. That’s why we always say that every interaction during the recruitment process is an opportunity either to strengthen or to damage your employer brand,” explains Andreea Dumitrescu, Senior Recruitment Manager at BIA Human Capital Solutions.
With more than 34 years of recruitment experience, the BIA Human Capital Solutions team helps companies transform recruitment into a consistent and positive experience that leaves candidates with a favourable impression, regardless of the outcome of their application. Here’s how we do it.
We Build Your Employer Brand Through Every Conversation, Not Just Marketing Campaigns
“When discussing employer branding, it’s not enough to focus only on career pages or marketing campaigns, no matter how creative they are. Employer branding is built through every conversation you have with a candidate—whether it’s a phone call, an email, or a message. For candidates, the company is represented by the person who contacts them and stays connected throughout the recruitment process. It matters how well that person presents the company and what information they communicate,” emphasises Andreea Dumitrescu.
The difference becomes most apparent where the stakes may seem the lowest: rejection.
Imagine two candidates who are unsuccessful after an interview. The first receives an automated rejection email, while the second receives a phone call from the recruiter thanking them for their time and explaining that their profile will be considered for future opportunities.
Both candidates receive the same outcome, yet their experiences are entirely different.
A few months later, the candidate who received the personal phone call is likely to say:
“I wasn’t selected, but it was one of the most professional recruitment experiences I’ve ever had.”
We Define the Role Transparently
We begin building your employer brand and shaping the candidate experience before a job advertisement is even published.
We work closely with employers to define clear job requirements and responsibilities, outline the benefits package, and establish the recruitment process from the outset. This allows candidates to know exactly what to expect from their very first interaction, helping your employer brand earn trust even before the first interview.
“Ambiguous job advertisements are one of the most common causes of a negative candidate experience. When candidates apply without clearly understanding what lies ahead, every subsequent step—from the interview to the offer—is viewed with uncertainty. Providing clarity from the very beginning significantly reduces candidate drop-off throughout the recruitment process,” notes Andreea Dumitrescu.
This transparency extends beyond the job description itself. It also includes clearly explaining the recruitment stages: how many interviews there will be, who is involved in the decision-making process, and when candidates can expect feedback.
When this information is communicated from the beginning, candidates perceive the process as professional and respectful.
We Provide Feedback Throughout Every Stage of Recruitment, Strengthening Your Employer Brand
We understand the time and effort candidates invest in the recruitment process, and 80% of candidates say they would not apply again to a company that failed to keep them informed about the status of their application.
That’s why the BIA Human Capital Solutions team maintains continuous communication with every candidate by:
- acknowledging receipt of their CV;
- providing regular updates on the recruitment process;
- offering feedback regardless of the final hiring decision.
“Silence is the most costly mistake an employer can make during recruitment. A candidate who is rejected but kept properly informed leaves with a positive impression of the company and may later become a brand advocate—recommending the company to others or applying again for future opportunities. On the other hand, candidates who receive no response are much more likely to share their negative experience, which quickly impacts the company’s reputation in the labour market,” emphasises Andreea Dumitrescu.
Consistent feedback is not only a sign of respect for candidates’ time—it is also a strategic employer branding tool. Every transparent interaction contributes to building the company’s long-term reputation.
“We use artificial intelligence and a wide range of excellent tools that make our work easier, but none of these automated systems can replace empathy. Empathy builds trust, and trust is what generates recommendations and strengthens reputation,” says Andreea Dumitrescu.
We Make Sure Every Candidate Feels Seen and Valued
Beyond assessing skills and experience, what truly matters is how candidates feel they are treated during the interview.
Through attention to detail, consistent communication, and respect at every stage, we ensure that every individual feels valued—not only as a professional profile but as a person.
“A well-conducted interview is not an interrogation; it’s a two-way conversation. Candidates evaluate the company just as carefully as the company evaluates them. Small gestures—starting on time, explaining the next steps, answering difficult questions about the company culture honestly—say far more about an organisation than any employer branding campaign ever could,” adds Andreea Dumitrescu.
Candidates may forget the interview questions or even the recruiter’s name, but they rarely forget how the interview made them feel.
They will remember whether they felt they had a trusted partner throughout the process and whether they were kept informed every step of the way.
This genuine focus on the human side of the candidate experience is what distinguishes a company that simply fills vacancies from one that builds a strong reputation as a trusted employer with every interview.
Employer branding does not begin on LinkedIn—it begins with every conversation, every email, every phone call, and every piece of feedback.
Trust is the most valuable brand any company can build.
Want to Improve Candidates’ Perception of Your Employer Brand and Turn Recruitment into a Positive Experience?
Get in touch with the BIA Human Capital Solutions team.
Our specialists are available for an initial consultation to assess how candidates perceive your company’s recruitment process and identify the right solutions to strengthen your employer brand.
What You Can Expect from BIA Human Capital Solutions
✅ Faster recruitment—some positions are filled within 2 to 5 days.
✅ Recruitment expertise across multiple industries, including accounting, construction, retail, healthcare, pharmaceuticals, automotive, and architecture.
✅ 80% of our clients return to work with us year after year.
✅ End-to-end recruitment process management.
✅ Support with job offers, salary negotiations, and onboarding new employees.
✅ Recruitment guarantee—we restart the recruitment process at no additional cost if a candidate leaves during the probation period.
Request a consultation with the BIA Human Capital Solutions team and discover how you can improve your internal recruitment process without unnecessary costs or complicated procedures.
Surse:
- CareerBuilder, citat in Candidate Experience Metrics That Impact Employer Brand
- Lever, Candidate Experience Report
- RecruitBPM, Candidate Experience Statistics 2026
- Standout CV, Candidate Experience Statistics
READ ALSO:
WHAT YOU CAN DO WHEN YOU DON’T HAVE THE POSSIBILITY TO INCREASE SALARIES
Despre autor
