In preparation for our final 2025 Global CandE Benchmark Research Report to be released, here are the 10 key takeaways across the candidate journey in 2025. This is based on over 110 companies hiring around the world and their candidate experience feedback from over 66,000 job candidates.
It’s the most wonderful time of the year! Nope, not the holiday season – the 2025 CandE Benchmark Research Reports are on their way. The
A year ago most employers that participated in our CandE Benchmark Research Program told us that they were not using AI recruiting technologies to screen,
Most job candidates who aren’t selected to be screened and/or interviewed after they apply want feedback. If they do happen to get screened further and/or
We talk about them every year – the CandE-winning differentiators that lead to more job candidates who aren’t hired who are still willing to engage
It’s rough out there. Especially for salaried professional, management, and senior leadership job candidates. Few companies are hiring, and even for industries like healthcare that
Recruiting is in the business of “no” unfortunately. We say no to a lot more people than we hire in the end. And where the business of no is headed depends on who you’re talking with: the providers, the employers (including legal counsel), and the candidates. Into the great AI unknown we go.
Companies that sustain these improvements will be the ones with the recruiting and hiring competitive edge in any market, keeping more job candidates engaged in their business and brand, whether they’re hired or not.
It may be the worst candidate market since the Great Recession and Covid-19, but sustained incremental process improvements with timely and consistent communication and feedback loops always make the biggest candidate experience differences every year.
Employers have to figure out how to use AI in selection ethically, with compliance guardrails and “brakes” in place, and work with their vendors to help ensure that selection bias is reduced as much as possible.