Talent Talks: Candidate Experience

In our latest episode of Talent Talks, Mandy Resmondo, Corporate VP at Landrum Talent Solutions, sits down with Melissa Haid, VP of Delivery, and Sue Keith, Corporate Vice President, to explore the candidate experience, what it means, why it matters, and how it shapes an organization’s brand and hiring success.

Sue kicks off the conversation and explains that a candidate’s first impression starts at application, not on day one of the job. A poor experience can damage the employer brand and consumer loyalty even for those not hired. This is especially risky in a high-volume market where hundreds may apply for a single role.

They stress that the employer brand should be a shared responsibility between HR and Marketing. Sue recommends starting internally, ensuring employees can consistently describe the company and its culture.

Melissa shares tactical steps, like auditing your applicant tracking system and messaging. Candidates often complain of being ghosted or receiving impersonal auto-replies. Melissa suggests revising automated communication, offering human follow-ups when appropriate, and inviting declined candidates into a talent pool for future roles.

The conversation ends with a reminder: how you treat every candidate, especially those not selected, shapes long-term perceptions of your company.