Budgeting for Candidate Experience Improvements

In today’s competitive job market, businesses that treat candidates like customers stand out. A seamless, respectful, and engaging hiring process isn’t just nice to have—it’s a business advantage. Prioritizing experience improvements in your recruiting strategy can directly influence your employer brand, offer acceptance rates, and long-term talent retention.

But how do you budget for something as intangible as experience? And where should your money go? In this post, we’ll break down how you can strategically invest in experience improvements that pay off—both for candidates and your organization.

Why Candidate Experience Matters More Than Ever

Candidates today have more options and greater expectations than ever before. They’re not just evaluating your job opening—they're assessing your values, culture, and how you treat people. In fact:

• 82% of candidates say the hiring experience influenced their decision to accept a job offer (CareerArc).
• A poor candidate experience can cost your business money, especially in industries where candidates are also customers (think: retail, travel, or healthcare).
• Companies that invest in experience improvements see increased talent pool quality and faster time-to-hire.

With that in mind, improving candidate experience is no longer optional—it's essential.

Budgeting for Experience Improvements: Where to Start

To effectively budget for experience improvements, you first need to understand what aspects of the candidate journey matter most. The candidate lifecycle includes awareness, application, interviewing, and onboarding. Improving even one phase can make a huge difference.

Step 1: Audit the Current Candidate Experience

Before allocating resources, conduct a thorough audit of your current process. Consider:

• Time to respond after application
• Interview coordination efficiency
• Communication frequency and clarity
• Feedback delivery
• Technology used (e.g., application tracking systems, interview platforms)

Use candidate surveys, Glassdoor reviews, and recruiter interviews to identify pain points.

Step 2: Identify High-Impact Investment Areas

Once you’ve identified weak spots, it’s time to prioritize your budget. Here are some areas worth considering:

1. Application Process Optimization

• Invest in mobile-friendly career pages
• Use easy-to-navigate applicant tracking systems
• Reduce unnecessary form fields or screening questions

2. Communication Tools

• Implement automated email updates for candidates
• Use AI-powered chatbots for FAQs
• Provide clear timelines for each hiring stage

3. Recruiter Training

• Offer training on inclusive language and bias-free interviewing
• Encourage empathy and consistent communication

4. Interview Scheduling Software

• Tools like Calendly or GoodTime can cut scheduling time in half
• Allow candidates to choose time slots that work for them

5. Virtual Experience Enhancements

• Use video introductions or virtual office tours
• Provide resources on company culture before the interview

6. Candidate Feedback Loops

• Send short post-interview surveys
• Use insights to continuously improve the process

How Much Should You Budget?

There’s no universal number, but many companies allocate 10-20% of their total recruitment budget to experience improvements. If you’re hiring frequently or operating in a tight labor market, you may need to invest more.

Budget categories might include:

Real-World Example: Airbnb’s Candidate-Centric Approach

Airbnb is well-known for its thoughtful hiring practices. By investing in candidate experience improvements such as personal email updates, meaningful interview conversations, and feedback regardless of hiring outcome, they built a strong employer brand that attracted top talent—even during tough times.

This shows how strategic budgeting—not just throwing money at tech—can create a human, memorable experience.

Benefits of Investing in Candidate Experience

• Improved Employer Branding: Candidates who feel respected are more likely to promote your brand—even if they weren’t hired.
• Higher Offer Acceptance Rates: A smoother experience creates a stronger emotional connection.
• Reduced Time-to-Hire: Clear communication and fast scheduling tools eliminate unnecessary delays.
• Talent Pipeline Growth: Positive experiences lead to referrals and boomerang applicants.

Tips to Maximize ROI on Experience Improvements

• Start small: Pilot changes in one department or job category before scaling.
• Use feedback loops: Regularly analyze survey results and candidate feedback.
• Align with DEI goals: Experience improvements often overlap with inclusive hiring initiatives.

• Collaborate with marketing: Treat your job candidates like customers—they deserve quality content and consistent branding.

   

For more insights on improving hiring strategies, check out SHRM's guide on candidate experience.

Conclusion: Experience Improvements Are a Competitive Edge

Budgeting for experience improvements is not just about being nice—it’s a strategic, cost-effective way to attract and retain great people. Candidates remember how they were treated, and that memory can shape how they talk about your brand and whether they return.

In a world where talent has choices, give them a reason to choose you.

Call to Action:
Ready to upgrade your candidate experience? Start by auditing your process and identifying one improvement to budget for this quarter. Small changes can lead to lasting impact.

FAQ: Budgeting for Experience Improvements

1. What are candidate experience improvements?
They are enhancements made to the hiring process that ensure candidates feel informed, respected, and engaged—from application to onboarding.

2. How much should I budget for experience improvements?
Companies typically invest 10–20% of their recruiting budget in experience upgrades, depending on hiring volume and market competition.

3. Why do experience improvements matter in recruiting?
Positive experiences increase offer acceptance rates, improve employer branding, and reduce candidate drop-off.

4. What are the most cost-effective experience improvements?
Clear communication, quick scheduling, mobile-friendly applications, and candidate feedback surveys offer high impact with minimal investment.

5. Can experience improvements help with DEI goals?
Absolutely. Inclusive communication, unbiased hiring tools, and feedback mechanisms all contribute to a more equitable hiring process.