Miira Leinonen
CMO
Passionate about creating compelling stories and enhancing the world of recruitment. Helping companies to improve their Employer Brand with modern recruitment methods and superior Candidate Experience.
Candidate Experience
Recruitment is so much more than just finding the right talents for open positions. It is about meaningful human connections—a process where both job seekers and recruiters deserve to be treated with respect and fairness.
Yet, human-centered recruitment is not just about soft values. It strengthens employer brands, saves recruitment costs, and ultimately leads to better hiring results.
But what does human-centered recruitment mean in practice, and why is it especially important right now? How does it benefit both candidates and recruiters?
In short, human-centered recruitment (also known as empathetic or people-first hiring) is a recruitment process that considers the perspectives of both candidates and recruiters with empathy, fairness, and respect. It involves open communication, fair treatment, and genuine interactions where people are seen as individuals rather than just numbers.
Human-centered recruitment is not just a single action—it is a holistic approach built on several key principles:
By integrating these principles, recruitment becomes not only more efficient but also more meaningful for all parties involved. Empathy in hiring does not equate to inefficiency—on the contrary, it fosters stronger and more committed workplaces.
The past few years have been challenging for many in the workforce. Economic uncertainty, rising unemployment, and widespread layoffs have created a landscape where both job seekers and recruiters face significant pressure. Candidates worry about job security and future prospects, while recruiters must balance efficiency with fairness.
Unfortunately, amidst these challenges, empathy in recruitment has often taken a backseat. Now more than ever, it is crucial to restore respect, transparency, and compassion in hiring to build a fairer and more sustainable job market.
Every job seeker wants to feel seen and heard—whether they secure the job or not. However, many candidates have faced a frustrating silence after submitting an application.
For candidates, human-centered recruitment means:
✅ Clear and transparent communication – Candidates should always know where they stand in the process and what to expect next. Even brief feedback can make a big difference.
✅ A swift and fair process – Long waiting times and vague responses can be discouraging. Efficient yet people-centered recruitment improves the candidate experience.
✅ A humane approach – A job seeker is more than just a resume or test score. Genuine interactions and respectful treatment make the application process meaningful.
When candidates perceive a hiring process as fair, they are more likely to have a positive impression of the company—even if they are not selected. A well-managed recruitment process can turn applicants into company advocates, future employees, or even customers.
Human-centered recruitment also benefits recruiters. Instead of merely ticking off tasks on a to-do list, an empathetic hiring approach helps identify the right talent more effectively and with greater consideration.
For recruiters, human-centered recruitment means:
✅ A deeper understanding of candidates – When candidates are engaged as individuals and communication is open, recruiters gain a clearer picture of who truly fits the role.
✅ Stronger employer branding – A positive candidate experience translates into word-of-mouth recommendations. Every applicant who has a good experience can become a brand ambassador for the company.
✅ More accurate hiring decisions – Understanding candidates’ motivations, potential, and values reduces the risk of poor hiring choices, saving time and resources in the long run.
Rejecting candidates is never an easy task—no one enjoys delivering bad news repeatedly. Recruiters strive to create fair and transparent processes, but the reality is that only one candidate can be chosen, meaning many must receive a rejection. This can be emotionally challenging, especially when applicants have invested effort and are hopeful about the opportunity.
A small acknowledgment or constructive feedback can make a significant impact, reminding recruiters why their work matters—helping people find the right opportunities.
How can companies and recruiters make hiring more human-centered in practical ways? Here are a few simple but effective strategies:
1️⃣ Communicate actively – Keep candidates informed about the progress of the hiring process and ensure they feel valued.
2️⃣ Exchange feedback – Even brief feedback helps candidates improve and fosters a positive company image. Likewise, recruiters can gain insights from candidates on how to enhance their processes.
3️⃣ Create a genuine interview experience – Beyond assessing skills, focus on candidates’ values, motivations, and personalities. Make interviews engaging rather than intimidating.
Human-centered recruitment is not just a trend—it is the future of hiring. When both candidates and recruiters find the process meaningful, it leads to better hiring outcomes and stronger, long-lasting work relationships.
It is time to make recruitment truly human—for both job seekers and hiring professionals. ❤️