13 Top Tips for Improving the Candidate Experience in IT Recruitment

In today’s candidate-driven IT recruitment market, providing a quality candidate experience to attract and retain top talent has become a huge priority for businesses. In a fast-paced industry that values innovation and speed, attracting the best candidates and providing a smooth recruitment journey are paramount.

On average, top IT candidates drop out of the application process within the first 10 to 20 days. So to attract the best IT professionals, streamlining your recruitment process and improving the candidate experience is vital. Consider using the top IT recruitment agency in Malta to take the work off your hands. This article focuses on why the candidate experience is so important and suggests tips and strategies for improving it for IT candidates.


Why is the candidate’s experience so important in IT?

The candidate’s experience is particularly important in IT recruitment. It has become not only a way of attracting top-tier IT talent but also an important aspect of marketing and boosting a company’s brand. This section answers the question of why the candidate’s experience in IT is so important:

High demand for skilled professionals. The IT industry is highly competitive, with a huge demand for qualified IT professionals. As a result, candidates have many options, and they can quickly move on to other opportunities if the recruitment process is not a positive experience. A high percentage of potential IT candidates are often in jobs already and are just researching career opportunities, so your company’s job listing must be really enticing.

Talent shortage. The IT industry is experiencing a talent shortage, with companies competing for the same pool of candidates. You need to optimise your candidate experience to stand out from the competition and attract top talent. In a survey by Glassdoor, 58% of candidates reported that the candidate experience was a deciding factor in their acceptance of a job offer.

Company reputation. The IT industry is well-connected, and applicants will share candidate experiences on social media and popular review sites. A positive candidate experience will enhance a company’s brand and improve your reputation as a choice employer – a critical factor for attracting future job candidates. Negative candidate experiences will deter prospective candidates from applying and may harm your business.

Hiring costs. Recruitment is an expensive process, so it’s important to get it right the first time. Unfilled vacancies impact revenue and productivity. In the fast-paced world of tech, this may cause your business to stagnate and fall behind competitors. Staff shortages can also damage workforce morale and affect retention rates.

Technology-driven industry. The IT industry moves quickly, and top IT professionals typically want to stay at the cutting edge of the industry. They expect the recruitment process to be seamless and driven by a modern technology platform. A lengthy recruitment process will suggest that your company needs to be more progressive and in touch with AI and tech recruitment tools and systems.

Retention. A positive candidate experience at all touchpoints of the candidate experience is more likely to increase retention rates. How candidates perceive and interact with an organisation during the recruitment process can impact their decision to accept an offer. Candidates that feel valued at every stage of the recruitment journey are much more likely to stay and develop a career with the company. If candidates are unsatisfied with the experience, they might accept the job offer as a stopgap and move on when a better job offer comes along.

Overall, the candidate experience is critical in IT recruitment as it can impact an organisation’s ability to attract and retain top talent, its employer brand, and its recruitment costs.


13 top tips for improving the candidate experience in IT recruitment

“Given the recruitment marketing expenditure involved in attracting qualified talent, especially in a highly competitive labour market, having unnecessary roadblocks in place is counterintuitive and creates friction in the apply flow,” 

Wierzbicki. (Marketing manager, Inflight)

So how can we improve the recruitment journey and what are the top tips for improving the candidate experience in IT recruitment? 

Here are some tips on how to improve the candidate experience in IT recruitment:

1. Write a clear and informative job advertisement. Writing an attractive job advertisement is the first stage of the recruitment journey. It is a critical step for making a positive impression on candidates and getting their attention. Use inclusive language and list essential criteria clearly. Include why your company is attractive for IT candidates but be succinct.

2. Create an engaging career page on your site. A career page can showcase the positive elements of working within your company. Trends indicate that modern candidates are less likely to respond to text-heavy job posts. They often favour bullet points and concise lists. While it is important to include job details, consider adding a link directly to information on your career page.  Include a video link to a hiring team member with a clear job description. This can be a more personable way of introducing your company. 

3. Streamline the application process. The first step in improving the candidate experience is to make it easy for candidates to apply for a job. Simplify your application process and make it user-friendly. Online applications often involve opening user accounts, receiving PINs, and going through intrusive security checks.  

4. Remove application barriers. Only include the necessary steps to gather relevant candidate information. Sometimes contact details and a link to a candidate’s professional profile will provide you with enough information at the first stage. Avoid asking for unnecessary information or requiring candidates to click through too many pages to complete their application.

5. Communicate clearly. Keep candidates informed of their application status and provide regular updates. Consider using AI chatbots to save time and keep candidates updated. Clarity is crucial, so be clear about what the job entails, including responsibilities, essential qualifications, and reward packages.

6. Include salary details. Salary is an important filter for job applicants; including it in a job listing will save you time in the long run. Transparency about compensation is more likely to get the trust of your candidates. It is also a factor in promoting Diversity, Equity, and Inclusion (DEI), which is positive for your brand image.

7. Personalise your approach. Candidates want to feel valued and appreciated. Personalise your communication and tailor it to the individual candidate. Use their name, address their concerns, and highlight why they are a good fit for the role. Use the channels they prefer for communication.

8. Invest in Applicant Tracking Software (ATS). This has become essential for keeping in touch with candidates and measuring the success of your hiring process. It also speeds up the process. Do pay attention to candidate access to ATS and work with a system that is easy for candidates to access and is in keeping with your company’s brand.  

9. Be transparent. Candidates value transparency during the recruitment process. Be upfront about the hiring process, including the timeline and what to expect. Provide feedback to candidates, even if they are not successful. A suitable position may arise in the future, and you want to create a positive impression on all candidates.

10. Create a positive interview experience. The interview is a critical stage in the recruitment process. Create a welcoming environment and provide candidates with clear instructions on what to expect. Respect their time and keep the interview focused on the job requirements.

11. Follow up promptly. Don’t keep candidates waiting for a response. Follow up promptly after the interview and provide clear guidance on the next steps. All candidates will want to know how they performed during the interview. Provide constructive feedback to help them improve their skills and become better candidates in the future.

12. Ask for feedback. You can do this in the form of a simple online survey. Alternatively, you can use a simple form or rating system. Use this information to improve your recruitment process.

13. Track candidate experience metrics. Tracking applicant metrics has become essential for assessing your hiring strategies. Identify where most candidates drop off and determine how you can improve your process. Consider your job acceptance rate and ensure that your salary and package align with the market. Evaluate the length of time it takes from advertising a job to onboarding the right candidate and aim to shorten the process.


Improving the candidate experience in IT recruitment requires a focus on simplicity, communication, positive interview experiences, and prompt follow-up.

By following these tips, you can create a recruitment process that attracts top talent and gives your company a competitive edge in the sector. If you need help with your recruitment process, contact Archer IT Recruitment Malta.