The Candidate Experience and Your Brand: An Overlooked EOS Issue
Most companies running on EOS put real focus on the client experience. You measure it, you build Rocks around it, and you hold people accountable to it. But when it comes to the candidate experience, it often does not get the same attention.
Here is the problem: every candidate you talk to, whether you hire them or not, walks away with a story about you. And bad stories travel fast. Candidates will tell colleagues, friends, and even future customers if they have been ghosted or treated poorly. Good experiences rarely spread the same way, so one bad impression can undo a lot of hard work.
Why this matters for EOS companies
- Your Core Values are on display. If you claim “Do the Right Thing” but candidates are left hanging, people notice.
- It impacts your People Component. Top talent has choices. A clunky, slow, or confusing process means they will likely pick another company.
- It shows up in your Scorecard. When the candidate experience is weak, you see the ripple effect in your numbers. Time to fill stretches, offer acceptance rates drop, and turnover in the first 90 days rises. These are not just recruiting metrics. They are early warning signs that the business may miss Rocks and lose traction.
How to strengthen the candidate experience
- Stay in touch. Even if all you can say is “we are still deciding,” it is better than silence.
- Show your values in the interview. Candidates should feel your values in the way they are treated, not just hear you talk about them.
- Respect their time. Be quick with scheduling, start interviews on time, and clearly explain next steps.
- Close the loop. Always let candidates know if you are not moving forward. It is professional, and it protects your reputation.
Bottom line
Candidate experience is not an HR detail. It is a leadership responsibility. If hiring is part of your Rocks and you are serious about strengthening your People Component, then how you treat candidates needs to be on the table.
At your next L10, ask your team: If I applied here, would I feel respected and aligned with our values? Or would I walk away telling a different story?
If you hesitate, it is time to make candidate experience part of the Issues List.