The image of a company is demonstrably influenced by a candidate's contact experiences during the application process. It is therefore a strategic corporate decision to constantly scrutinise and optimise the candidate experience.

How candidates rate their application experience

If you want good employees, you need a fast, transparent application process. But applicants often feel that they are treated badly. The areas in which German companies need to improve their dealings with candidates in order to find suitable, committed and talented employees is a real challenge for many companies today.


This makes it all the more important for companies looking to recruit staff not to scare off their ideal candidates during the application process - because they prepare interviews poorly or leave candidates hanging in the air for a long time. The employer rating platform kununu has now analysed the so-called candidate experience: How satisfied are applicants with their application experience at German companies? Applicants were asked to rate the individual steps in the application process on a scale from one (very poor) to five (very good).

What is Candidate Experience?


Candidate experience refers to the experiences that a candidate has during the application process. This begins with the job search and continues through the application process to the interviews and the onboarding phase. The term is derived from customer experience, which is concerned with customer satisfaction and loyalty. This way of thinking is applied to candidates in order to create a positive corporate image not only for customers, but also for candidates.

The 6 phases of the candidate experience


A strong employer brand becomes tangible for applicants not just at the interview, when the HR department presents the company in the right light, but much earlier. Candidate experience models divide this experience phase into six stages.

Application process: Why applicants drop out

It's no secret that candidates are dropping out of the application process these days. Depending on your organisation, you either don't know how many candidates drop out or you already have accurate statistics on this. Either way, you don't have to put up with it, you should investigate the cause.


You should ask yourself the following questions:

  1. WHO are the candidates who drop out?
  2. WHY will these candidates jump ship?
  3. WHAT can you do to prevent candidates from dropping out during the application process?

What to do when good candidates drop out?

If your ideal candidate backs out shortly before signing the contract, you shouldn't give up straight away. With these 6 tips, you still have a chance of changing his mind.


An applicant who drops out shortly before signing the contract - this is incredibly frustrating for entrepreneurs looking for new employees. Not only because you have already imagined how well the applicant would fit into your company. But also because weeks, if not months, can pass after the rejection of the preferred candidate until a new favourite is identified - and this person may also turn the company down again.

Our offer for you in IT recruiting

If you want to reach the best IT professionals, get in touch with us. indivHR helps you become even more successful in IT recruiting and avoid common mistakes.

As IT recruitment specialists with many years of experience, we know exactly how to organise the candidate journey so that you are always ahead of your competitors. So that you get the best employees.