What Your Hiring Process Says About You

Candidate experience is not a luxury. It matters to the bottom line.

Recently, NAFOR was brought in to audit an interview process for a new client. As part of that engagement, I sat in on a set of interviews held at the client’s head office. What I observed was not malicious or intentional, but it was a powerful reminder of how easily candidate experience can unravel when process, preparation, and ownership are missing.

It started before the interview even began. Parking had been advertised at the rear of the building, but none was available. Candidates arrived unsure if they were even in the right place. The front door was locked. The key contact was in a meeting and could not answer their phone. There was no reception desk, no waiting area, and no one to greet them. No water was offered. Small details, perhaps, but they set the tone immediately.

Inside the interview room, the issues continued. The interview panel did not have copies of the resumes. Reports that had been prepared were not read, and candidate videos had not been watched. Panel members checked their phones during the interview. Some stepped out without excusing themselves. One panel member did not stay for both interviews. Availability had not been properly confirmed, which created delays and visible frustration. After offers were discussed, contingencies such as police checks and reference checks were not formally waived in writing once cleared, leaving candidates in limbo.

Your interview process speaks louder than words

From a candidate’s perspective, this experience sends a very clear message. You are not a priority. Your time does not matter. The role may not be well thought out. The culture may be disorganized or dismissive. Even strong candidates will quietly disengage, and the very best ones will withdraw entirely.

At NAFOR, we are here to help protect you from heading in this direction. We take care of these details in our sleep. Logistics are confirmed. Access is clear. Candidates are greeted, briefed, and supported. Interviewers are prepared, present, and accountable. Reports are read, videos are reviewed, and decisions are documented. Communication is timely, transparent, and respectful. Contingencies are tracked and formally closed. Nothing is left ambiguous.

A smooth and professional hiring process is not about polish for its own sake. It is about respect. It is about consistency. It is about signalling to candidates how your organization operates when it is under pressure and making decisions.

Treat your candidates as you would like to be treated. When you do, you will attract better people, create a stronger first impression, and build trust before day one. Over time, that trust translates into higher acceptance rates, stronger engagement, and lower turnover.

Your hiring process is a reflection of your business. Make sure it is saying the right things.