Performance ratings and candidate rankings are no longer a luxury exclusive to your company. Those days are long gone. Today, platforms like Glassdoor have shifted the balance of power, placing it firmly in the hands of candidates. A single bad review or low rating can spark controversy or, at the very least, push top talent to choose your competitor without hesitation; dismissing your years of hard-earned achievements in an instant.
Research from PeopleScout highlights a sobering truth: fewer than two in 10 candidates rate their experience as excellent. In a hiring market shaped by gig work and agile talent POD solutions, candidates now steer their journey with more confidence than ever before. This isn’t just a challenge; it’s a wake-up call for your business to rethink candidate engagement and revamp your hiring process before it weakens both your reputation and your ability to attract top talent.
That’s where the E.N.G.A.G.E. Framework comes in. This six-step approach turns every candidate interaction into an opportunity to build trust, strengthen your reputation, and showcase your brand’s value. Let’s jump in!
What is Candidate Engagement after all?
Candidate engagement (CE) is the process of keeping candidates interested and connected throughout the hiring journey. It ensures consistent communication, builds trust, and creates excitement about joining your organization. A strong candidate engagement strategy enhances the overall candidate experience, shaping a positive perception of your employer brand.
What is the E.N.G.A.G.E. Method?
E - Elevate Your Brand
The first step in candidate engagement is making potential talent choose your brand. Glassdoor reveals that 86% of employees and job seekers explore company reviews and ratings before deciding to apply. Social media plays a big role too; 68% of Millennials, 54% of Gen-Xers, and 48% of Boomers check out an employer’s profiles to evaluate its brand. These numbers highlight just how crucial your employer brand is in shaping a candidate’s first impression.
To make your brand stand out:
Showcase Employee Profiles to Highlight Your Culture
Feature employees on your website and social media. Posts celebrating workplace culture and individual achievements—build trust and credibility. Visit VDart’s “Our People” page to see how we celebrate employee success.
Use Testimonials to Build Candidate Trust
Invite employees or past candidates to share why your company is a great place to work. Their voices can inspire candidates to see themselves as part of your team.
Create Interactive Candidate Experiences
Offer virtual tours, behind-the-scenes videos, or live Q&A sessions to make your brand feel real, relatable, and human.
Personalize Communication for a Memorable Candidate Journey
Small touches, like personalized emails or thoughtful updates, show candidates they’re valued and respected throughout their hiring process.
Elevating your brand isn’t just about being seen—it’s about creating a reputation that inspires candidates to choose you before they even hit apply.
N - Nurture Your Network
A strong employer brand might get candidates to notice you, but a well-nurtured network ensures they stay interested. Think of a former employee leaving a positive comment on your company’s post or a team member recommending a talented friend for an open role. These moments don’t happen by chance—they’re signs of a network built on trust and meaningful relationships.
Referrals are one of the clearest examples of this trust in action. Forbes reports that 88% of employers rank referrals as their most reliable source of quality hires. Employees brought in through referrals often stay longer and settle into their roles more naturally. When employees recommend your company, it shows they believe in its values—and that belief is contagious.
So, how can you nurture a network that inspires this level of engagement?
Encourage referrals with purpose
A thoughtful referral program goes beyond rewards. It’s about showing employees that their recommendations matter and contribute to something bigger.
Be present on professional platforms
Consistently share updates, celebrate achievements, and engage with your audience on LinkedIn and similar platforms. This keeps your company visible and approachable.
Create spaces for connection
Host events like webinars, career fairs, or informal meetups. These gatherings let potential candidates experience your company’s culture firsthand.
Reconnect with alumni
Former employees often remain strong advocates for your brand. Stay in touch through newsletters or alumni networks to keep these relationships alive.
When you invest in your network, it becomes more than just a tool for hiring. It turns into a community that reflects your company’s values and attracts people who genuinely want to be part of it.
G - Give Regular Feedback
Let’s say your brand has a solid presence, and your network is huge. Even then, there’s no guarantee candidates will stick around. 42% of job seekers decline offers due to poor candidate engagement, reports SHI. And as Workleap highlights, the best candidates are off the market within just 10 days. These numbers tell a clear story: silence and delays in communication can cost you the talent you’ve worked hard to attract.
Providing timely and constructive feedback is no longer perceived as a courtesy—it’s a vital part of keeping candidates engaged. Feedback builds trust, shows professionalism, and gives candidates the clarity they need to make decisions.
So how can you make feedback an integral part of your candidate engagement strategy?
Set expectations upfront
Let candidates know when they can expect updates and follow through. Even a simple email confirming receipt of their application can make a big difference.
Use tools to maintain consistency
Tools like applicant tracking systems (ATS) or automated email templates can help ensure every candidate receives timely updates.
Be clear and constructive
If a candidate isn’t selected, explain why in a way that feels respectful and helpful. Highlight their strengths and provide guidance for future opportunities.
Ask for their feedback too
Invite candidates to share their thoughts on the hiring process. This helps you identify areas for improvement and shows that you value their perspective.
Follow up with finalists
For candidates who reached later stages but weren’t chosen, a personal follow-up can leave a positive impression and keep the relationship open for future roles.
Regular feedback does more than keep candidates informed. It shows respect for their time and effort, creating a hiring experience they’ll remember positively, even if the outcome isn’t what they hoped for.
A - Automate Thoughtfully
Candidates may have multiple questions about your brand, job role, functioning, the application process, or the hiring timeline. It’s a hammer on the egg if your company is hiring in bulk. You can’t be personally involved and address all their questions.
So how can automation make this process smoother without losing the human touch?
Use chatbots for FAQs
Tools like Paradox offer conversational AI that answers common candidate queries and schedules interviews, ensuring quick and consistent communication.
Set up automated follow-ups
Platforms like Manatal or Fetcher can send personalized emails at every stage of the hiring process, keeping candidates informed without manual effort.
Audit your ATS regularly
Using advanced ATS platforms like Greenhouse ensures your hiring process is fair and free from AI biases. Regular reviews and updates help prevent qualified candidates from being overlooked.
Enhance candidate assessments
Tools like myInterview provide AI-driven video interview capabilities, helping you evaluate candidates effectively while saving time.
Combine automation with a personal touch
While automation handles repetitive tasks, personal interactions like a quick call or personalized email can make candidates feel valued and connected to your company.
When implemented thoughtfully, automation can streamline your hiring process while maintaining the trust and engagement candidates expect. However, sensitive communications—like rejection emails—should always be handled with care to preserve candidate goodwill.
G - Gauge and Adapt
Hiring is never static—it’s a process that changes with every decision you make. High-volume hiring adds another layer of complexity, and without regular evaluation, the best opportunities can slip away. To refine your approach, it’s essential to understand what’s working, identify what isn’t, and make thoughtful adjustments that enhance the candidate experience and your results.
Here’s how to keep your process effective and adaptable:
Start with pre-selection tools
Platforms like TestGorilla or Criteria Corp help you evaluate candidates early, providing insights into their skills while saving time. These tools ensure your focus stays on the most suitable candidates from the start.
Watch for patterns in the numbers
Metrics like time-to-fill, application completion rates, and drop-off points reveal where candidates lose interest or where challenges arise. Identifying these issues makes it easier to fine-tune your process.
Gather feedback directly from candidates
A quick post-interview survey can highlight what candidates appreciate and where they see room for improvement. Tools like Survale simplify this process, offering valuable insights.
Address problem areas head-on
If assessments are causing candidates to drop off, adjust the format or timing. Even minor changes can lead to noticeable improvements in engagement.
Use A/B testing to experiment and adapt
Test new strategies like updated email communication, revised job descriptions, or alternative interview formats. Measure the results to determine what works best for your candidates and team.
Thoughtful adjustments to your hiring process can make all the difference, turning challenges into opportunities and ensuring candidates remember their experience with your company in a positive light.
E - Elevate the Experience
At this point, you’ve refined your process, made thoughtful changes, and kept candidates engaged throughout. But even a well-run system can fall short if it doesn’t feel personal. The candidate experience goes beyond logistics—it’s about creating a journey that feels meaningful. A well-timed, thoughtful gesture can make all the difference, transforming a standard process into something unforgettable.
Here’s how you can elevate the experience:
Make applying effortless
An intuitive and straightforward application process shows candidates that your company values their time. Platforms like Greenhouse or Workday can help you design a process that feels professional and engaging.
Bring life to interviews
Interviews should feel like a two-way conversation rather than a formality. Train your team to create a welcoming atmosphere where candidates feel encouraged to share and learn about your company.
Show off your culture
Use team stories, virtual tours, or interactive meet-and-greet events to give candidates a glimpse of what makes your workplace unique. These personal touches help candidates envision themselves as part of your company right away.
Make onboarding impactful
After the offer is signed, focus on creating an engaging first impression. Tools like BambooHR can help you craft onboarding experiences that leave new hires excited and ready to contribute.
Celebrate meaningful moments
A small gesture, like a thank-you email after an interview or a thoughtful welcome message, can create a lasting impression and reinforce their decision to join your organization.
When you take the time to create a candidate experience that feels genuine, it indeed leaves a lasting mark. Candidates remember not just the process, but how they felt throughout, and that’s what sets your company apart.
Just think of this: your brand elevated, your network nurtured with purpose, candidates engaged through timely feedback, thoughtful automations simplifying your process, and your strategies refined through regular analysis—all leading to a standout candidate experience. The E.N.G.A.G.E. Method is just what your company needs to rise above the competition. Start adopting it today and lead the way in recruitment.