Most applications fail before they even begin – at the first visit to the career website. What candidates see and experience there often determines the further course within seconds. Confusing structures, missing information, or complicated processes lead top talents to drop out before even getting in touch with the company. This is exactly where the candidate experience comes in – as a central element of a strong employer brand and modern recruiting.
The New Standards in Recruiting
What used to start with a traditional job interview now begins with a Google search. Candidates expect transparency, authenticity, and simple processes from a potential employer’s career website. If they don’t find these, they quickly bounce and keep searching. Especially in highly competitive job markets such as finance and insurance, pharma and MedTech, or retail, a positive candidate experience is no longer a luxury – it's a clear competitive advantage.
First impressions matter: Complicated application forms, confusing career pages, or lack of feedback can drive away highly qualified candidates. On the other hand, positive experiences pay off twice – they benefit both the employer brand and the business relationship. Treating candidates with appreciation often wins not only new employees, but also customers and brand ambassadors.
The Career Website: The First and Most Important Touchpoint
Today, a career website is much more than just a place to list open positions. It is the central digital entry point to the employer brand.
That’s why modern career portals should no longer be designed purely from the company’s perspective. They must be oriented around the expectations and needs of the candidates. A great candidate experience starts here – with intuitive navigation, authentic insights, and clear, accessible language.
What a compelling career site should offer:
Clearly structured content that provides orientation
Target group-specific entry points (e.g. for entry-levels, professionals, tech talents)
Mobile optimization: 78% read job ads on their smartphones¹
Authentic storytelling with videos, images, and real voices
Simple application processes that reach the goal in a few clicks
Incorporate CI: Consistent look and tone for brand recognition and strength
From Recruiting to Digital Experience – Lessons from E-Commerce
magine you’re searching for a new laptop and you have a general idea: a powerful computer that is also lightweight and not too expensive. You enter a few keywords and click through the results. One site stands out: clear images, key information at a glance, customer reviews, price, delivery time. A few clicks, maybe a quick comparison – and the device is in your cart. Simple. Intuitive. Convincing. That’s exactly how today’s candidates behave. They search, compare, click through. They want to quickly find out if a company fits them. They expect clarity, speed, and an easy application process. To recruit successfully, companies should look to online retail. The principles that make the difference there can be seamlessly applied to recruiting.
What recruiting can learn from e-commerce:
Conversion optimization: Faster, leaner application processes – instead of lengthy forms, allow CV upload or LinkedIn login
Recommendation engines: Automated job recommendations, relevant content, or blog posts increase relevance
User-centric design: Clear page guidance, emotional anchors, intuitive navigation
Retargeting & follow-ups: Reminders for abandoned applications or new job alerts – just like shopping cart reminders
Personalization: Content tailored to career status, interests, or location – “Jobs for You” instead of “All Jobs”
A great example is dmTECH: Together with diva-e, the career platform was reimagined as an experience platform – modular, accessible, and tailored to target groups. The result: more applications, better visibility, and significantly higher conversion rates.
Visibility through SEO – The Underestimated Success Factor
Before a good candidate experience can begin, the job must be found. Search engine optimization (SEO) is the key. Most job searches don’t start on a career page – but on Google. An SEO-optimized career page increases organic reach and ensures the right talents even enter the process. Especially local or industry-specific keywords help build targeted visibility with relevant audiences.
Key SEO aspects for career pages:
Use of relevant keywords in job ads & page content
Structured data for Google for Jobs (JobPosting schema)
Mobile optimization & fast loading times
Meta descriptions & speaking URLs
High-quality content with real value
Practical Levers for a Better Candidate Experience
Improving candidate experience starts with small but consistent steps. It’s not about revolutionizing the entire process overnight – it’s about removing barriers and creating value. diva-e supports you in optimizing your career website with proven actions that quickly enhance candidate experience.
Key measures for the application process:
Simplify processes: No unnecessary cover letters, minimal mandatory fields, easy uploads
Improve communication: Automatic confirmations, regular updates, clear timelines
Modernize interviews: Digital interviews, flexible scheduling, open dialogue at eye level
Collect feedback: Short surveys after application or rejection, analysis of form drop-off rates
Leverage data: Measure candidate behavior, identify weak points, iteratively optimize processes
Long-Term Benefits of a Better Candidate Experience
A positive candidate experience is not an end in itself – it contributes to multiple business goals. Besides higher quality applications and faster hiring, it improves the corporate image, reduces recruiting costs, and strengthens long-term employee retention.
The dmTECH career site illustrates this clearly. Many candidate questions are already answered online, making the process smoother and reducing the need for support. Applications per job posting have increased significantly and the process has become more intuitive.
Top benefits at a glance:
Higher conversion rates on the career site
Increased applicant satisfaction and willingness to recommend
Fewer drop-offs during the process
Improved perception of the employer brand
Lower time-to-hire and cost-per-hire
Loyalty – even after rejections (many remain potential customers)
Conclusion: Candidate Experience Is a Strategic Gamechanger
Recruiting is no longer just an HR task – it’s part of a holistic brand and user experience. Companies that approach their career websites as digital platforms and align their processes with candidate expectations gain a real advantage.
A great candidate experience doesn't just generate more applications – it inspires people, strengthens brand loyalty, and transforms how a company is perceived. To attract talent today, you need compelling communication, credible content, lean processes, and smart digital support.
