Last week, I asked: What matters most to candidates in the interview process? Here’s what you told me — and what the data confirms.

Top candidates are assessing your company as much as you’re assessing them. They’re paying attention to how your team shows up during the interview process, and a single misstep can cost you top-tier talent.

We’re seeing this firsthand across mid-market firms: the experience you design is becoming just as important as the role you’re offering.

In a tight talent market, the interview is the differentiator.

So what actually matters most to candidates right now?

No surprise: communication and preparation rise to the top. Candidates want clarity. They want to feel like their time is respected — and that your team is aligned.

What the data says:

According to a 2023 Harvard Business Review article, a structured and transparent interview process improves candidate satisfaction by 38% — and it’s directly correlated with offer acceptance rates.

LinkedIn's Global Talent Trends found that 83% of candidates say a negative interview experience can change their mind about a role or company they once liked.
Glassdoor research shows that companies with a strong candidate experience improve quality-of-hire by up to 70%.

🛠️ What this means for hiring teams:

The interview isn’t just an evaluation. It’s a signal. A reflection of your culture. A preview of how you lead.

Ask yourself:

Are your interviewers equipped to tell the story of your opportunity and answer tough questions?
Are you making decisions and communicating them in a way that reflects urgency and respect?
Are your people aligned in the message they send about your values?
Are you building genuine connections in the conversation or just checking the boxes?

Client Snapshot

A mid-sized manufacturing client came to us after consistently losing strong candidates mid-process.

The problem?

Candidates were being interviewed on three separate occasions, and asked the same questions each time. Interviewers weren’t aligned, prepared, or building any meaningful connection.

We helped them:

Build a clear interview structure with defined goals for each stage
Create interview guides so each round covered new ground, not repeated questions.
Train interviewers to engage confidently and build rapport, not just assess fit.

Result? Fewer drop-offs, stronger candidate feedback, and 2 top-choice hires in 60 days.