You’ve had a great call. The candidate seemed aligned, excited, and even grateful. But then… silence.
No follow-up. No response. Just another case of a strong candidate slipping away.
Here’s the plot twist: They’re not ghosting out of rudeness or disinterest. They’re quietly backing away because of the candidate expectations that they had, but you never understood.
This guide breaks down six unspoken but essential expectations applicants have from recruiters and exactly how you can meet (exceed) them.
Read on.
6 candidate expectations recruiters must meet (and how to deliver them right)
1. Clear alignment with the candidate’s career narrative
Candidates often consider their next move long before you do.
So, your pitch should align with their career roles, or they will never call back.
What they want in a recruiter is someone who can understand their interests, career goals, and create a more personalized candidate experience.
Before pitching the role to the applicant, keep 5 minutes aside to study:
- Career preferences: Analyse what they mostly prefer. Are they consistently working with early-stage companies? Are they shifting towards high-pressure environments?
- Skills progression: Understand if they have developed their skills over time. Check their positions during the career journey.
- Repeated patterns: Are they constantly shifting towards a new dynamic? Are they working for a particular niche, such as healthcare, technology, or entertainment?
- Titles and responsibilities: Don’t just stop at their job titles; dig deeper and understand what impact they created. Evaluate what responsibilities they had during that working time period and analyze how they performed.
2. Transparent feedback expectations
Your applicants want transparent, honest, and constructive feedback, especially after a tough interview process.
Nowadays, all they get is a templated version of the email rejection: “Thanks for showing interest in our job position, but unfortunately, we are not moving forward with your application.”
This tells them nothing about what went wrong.
Build trust by providing applicants with effective overall feedback.
3. Salary negotiation with real market data
Most candidates deserve better, but are scared to ask for more!
They’re afraid of losing the offer.
This is where you can make a difference.
Do the work that most recruiters skip:
- Compare compensation with the roles similar to these you’ve recently filled.
- Highlight the differences in base, bonus, and equity for similar positions.
- Explain to them how this opportunity can be beneficial.
- You can also guide them on how to reposition their ask confidently, for example, “I’m aligned on the role and excited about joining the team; however, when analyzed and compared, I’d be more comfortable with a base range of ($X).”
4. Clarity on how performance is measured
Performance expectations are rarely listed in job descriptions, and your applicant wants to know the metrics!
It is your role to bring clarity here. Or else they will stall the offer.
On your end, you need to go beyond what’s already written.
Ask your clients what they want and implement it in your recruitment strategy.
Find answers to:
- “What should an ideal candidate deliver in the first 90 days?”
- “How do you track the progress of your employees?”
- “What does success actually look like in this team?”
5. Reasons for past candidate rejections
If someone didn’t make it for your client’s role last time, don’t just save it in the history.
Telling what went wrong can help applicants prepare for the best and avoid the chances of getting rejected.
Through this, they can then approach your clients differently.
Say, if the last hire failed because they were too execution-focused and not a strategic decision maker, ask the potential one to include this during their hiring process.
Tell them, “This is where the last person fell short. Here’s what the client expects from you. Make sure to include and emphasize this when you speak to them.”
You aren’t just giving feedback, but preparing them for the best!
6. Focus on long-term career alignment, not just the career role
Understand this: You become the mediator between the candidate and their career journey.
And your job isn’t limited to just filling roles but building lasting careers. That means you look beyond just the current position.
So, before proceeding with the applicant’s hiring process, ask the client essential questions like:
- What information would you value if you were the candidate?
- What more opportunities can this role offer?
- Are there any chances of further growth?
- Has anyone moved from here to other teams or regions?
- What opportunities does this role offer apart from career growth?
These can give you clarity and position the opportunity for a longer story.
Frequently asked questions
1. What do experienced candidates expect from recruiters?
Experienced candidates expect more from you than just a clear job pitch.
They want to know where they stand in the market.
They want context.
And your judgment about their long-term role.
They also count on you to spill the tea (professionally) on how the company works. If the last two employees were shifted due to sudden policy changes or major layoffs, they want to know it all.
Mostly, candidates shy away when raising concerns regarding a job role.
If you directly ask them what’s wrong, they might not tell you.
Instead, you could flip the script.
You can always start by asking, “If the compensation and title were perfect, what would trigger you to say no?”
This makes them feel less targeted, which leads to honest answers. You’ll get more appropriate answers, such as “I’m worried I’ll be doing the same work on a repetitive basis” or “I’ve had enough of the improper candidate communication processes of a company.”
Once you get this, you can clarify the misunderstandings and convince the candidate for a particular role.
3. How can I build trust with candidates who are getting multiple job offers?
You can see the subtle signs of mistrust when candidates start:
- Replying late or sending cold emails
- They go missing after interviews or final rounds
- They avoid asking questions, even if it’s of importance
You can build trust by not rushing to close the job offer, instead showing them that you care for them.
This means you must be proactive in your approach, share market trends, give honest feedback, and help them shape decisions.
