How positive inter-team communication leads to a better candidate experience

With the U.S unemployment rate still below 4%, one of the
biggest factors in recruiting top talent is the candidate experience. There are
many aspects of the recruitment process that affect the candidate experience.
One of the biggest is the level of communication within the hiring team of
Hiring Managers, Talent Acquisition, and HR.

A strong communication structure allows for streamlined and
timely communication that delivers clear expectations and status updates.  Each person involved in the recruitment
process has a responsibility to ensure the candidate experience is a positive
one, which includes being part of a strong communication process.

The first communication piece starts with the Hiring Manager’s ability to effectively communicate the need and reasoning for the role to fill the position to Human Resources is needed. Hiring Managers then set clear expectations with Talent Acquisition regarding their desired candidate profile; as well coordinating the different stages within the interview process. This line of communication provides Talent Acquisition with a means to share valuable information with candidates consistently and with certainty.  

Second, Talent Acquisition’s timeliness in resume review, initial screening, and feedback for the hiring manager is also important. They must effectively communicate candidate strengths, weaknesses, as well as candidate needs (timeframe, PTO, salary) to the Hiring Manager. This positive communication will then lead to timely initial feedback for the candidate.

Finally, when interviewing is complete, HR’s ability to set clear expectations in terms of hiring timeframe and the different expectations for the candidate, Hiring Managers, Talent Acquisition plays a big role in the candidate experience.  With a clear communication path, the candidate is kept up to date and feels secure in the job opportunity. Being able to communicate well throughout the recruitment process with all involved not only ensures a positive candidate experience, but will also help decrease time to fill and ensure the best possible candidate is found to fill the position.

By Pete Pabon | People Science Sr. Talent Advisor


From our inception in 1997, companies have relied on People Science to “break the code” of their toughest and most complicated recruiting efforts. Acknowledging the importance of taking a fresh approach when in a War for Talent, we challenge ourselves to create processes, methodology and “out of the box” recruiting ideas to bring resolution to our clients’ critical staffing goals. As a result we have completed many RPO projects in our tenure and consider ourselves pioneers in the field of Recruitment Process Outsourcing (RPO). People Science provides End to End, Augmentation and Project RPO Services.

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