What Candidates Really Think About Your Interview Process

Most employers want their interviews to feel fair, professional and engaging but the truth is, that’s not always how candidates experience them.

After every round of interviews, we hear the unfiltered version – what candidates really thought once they’d left the room. It’s often honest, constructive and full of small insights that can make a big difference to hiring success.

So, what do people really say about interviews and how can you make sure yours leaves a lasting positive impression?

“I didn’t really know what to expect”

One of the biggest frustrations for candidates is walking into an interview with very little idea of what’s coming. They might know who they’re meeting, but not how long it’ll last, what format it’ll take or what kind of questions they’ll face.

A quick, clear confirmation email setting out what to expect makes a huge difference. It helps candidates prepare properly and reduces nerves, so employers get a truer sense of who they are – not just how they perform under pressure.

“It felt quite formal and cold”

The tone of an interview sets the tone for the business. A little warmth goes a long way, especially in smaller teams where culture and personality matter just as much as skills.

It doesn’t need to feel overly casual, but simple things like a friendly welcome, a relaxed opening question or genuine curiosity about the person’s background make the experience far more engaging.

Candidates often decide whether they’d like to work somewhere within the first ten minutes, so that early connection counts.

“I wasn’t sure what they were really looking for”

Clarity is key. If a candidate walks away still unsure about what the job actually involves, that’s a red flag – not just for them, but for the business too.

Ensuring everyone interviewing has a shared understanding of the role’s priorities and outcomes helps create consistency. That gives candidates confidence that the business is organised and transparent, and it helps interviewers compare responses fairly.

“I didn’t get any feedback”

This one comes up all the time. Even a short message explaining that the process has moved forward – or better still, a sentence or two of constructive feedback – can transform how a candidate perceives the employer’s brand.

Silence is one of the biggest reputation risks in recruitment. Candidates talk, and even those who aren’t successful will remember how they were treated. A thoughtful note keeps the door open for future roles and reinforces a culture of respect.

“It took so long to hear anything”

Speed matters. If too much time passes between interview and update, candidates assume the worst or accept other offers. Keeping them informed, even if decisions are still being made, shows that their time and effort are valued.

Quick, honest communication builds trust – and trust is often what tips the balance when someone’s deciding between two job offers.

“It actually made me want to work there”

Thankfully, we hear this one a lot too. The interviews that leave a positive impression are usually the ones that feel like genuine two-way conversations. They’re structured, yes, but they also give candidates space to show who they are.

When people leave feeling respected, seen and clear about what’s next, they’re far more likely to say yes when an offer comes.

Final thoughts

It’s easy to see interviews purely as an assessment tool, but they’re also a powerful part of any employer brand. Every conversation is a window into what it’s like to work with you.

A thoughtful, human interview process says: we take people seriously. And that message alone can set a business apart in a competitive market.