Turn Candidate Experience into a Strategic Advantage

At Joldan Consultancy, we regularly speak with talented, mission-driven professionals exploring roles in policy and public affairs. One theme unfortunately comes up repeatedly:

Disappointment in how they’re treated during the recruitment process. Poor communication, lack of feedback, and drawn-out interview stages often leave candidates with a diminished and lasting view of the organisation.

In today’s talent-rich market, many employers overlook a powerful opportunity. Beyond access to a deep candidate pool lies something more strategic: the chance to invest in your employer brand and build long-term reputational capital.

The Complacency Trap

When there's an abundance of strong candidates, organisations can become complacent. The assumption goes that one great applicant is quickly followed by another and this mindset can lead to deprioritising the candidate experience:

• Delayed responses

• Poorly coordinated interviews

• No constructive feedback

What feels like a minor oversight internally can quietly damage your employer brand. And in a transparent, digital world, that damage rarely stays private or short-lived.

Why It Matters

In policy and public affairs, purpose, values and reputation are central to your offer and candidates are often driven by mission alignment. An impersonal or disjointed process has the potential to not only deter them but also call your authenticity into question.

Our analysis of over 80 Glassdoor interview reviews including think tanks, NGOs, public sector bodies and private companies shows that your employer brand is shaped by how you treat the candidates you don’t hire as much as by those you do.

What the Data Tells Us

67% of reviews were positive. Candidates appreciated:

• Clear communication around timelines and expectations.

• Engaged interviewers who were prepared and curious.

• Assessments that are relevant to the role, with feedback provided.

• Professionalism and warmth, even in rejection.

1 in 3 reviews were either negative or neutral and these often left stronger, more lasting impressions. Common frustrations included:

• Silence or delayed communication, especially post-interview.

• Generic or irrelevant questions that are disconnected from the role.

• Drawn-out processes without a clear structure.

• Lack of feedback or closure, leaving candidates in the dark.

Even neutral experiences (where candidates weren’t treated poorly but felt forgotten) represent a missed opportunity to build goodwill and stand out.

Candidates invest time and energy into applications. When that isn’t met with respect and transparency, the cost is more than a lost hire - it affects your long-term reputation.

Key Takeaways

In a sector where candidates seek more than a salary - where they seek purpose and alignment - your hiring process is a reflection of your values.

Managing this reputational risk is a strategic decision that pays off. This looks like:

1. Creating consistent, candidate-focused recruitment processes.

2. Ensuring clear, timely communication from start to finish.

3. Treating every candidate with respect, including those who aren’t hired and offering feedback where possible.

This is about more than brand protection. It’s a competitive advantage in a crowded field where a thoughtful and well-managed candidate experience can be the deciding factor for top talent.

A strong employer brand isn’t built on awards or flashy pages but in the small moments that candidates remember.

Want to Know More?

We help policy and public affairs organisations build recruitment strategies that earn trust, support retention and enhance reputation. CONNECT WITH US today to learn how we ensure every candidate (successful or not) leaves with a positive experience.

For practical advice on securing top talent while protecting your employer brand, DOWNLOAD our 2025 Policy and Public Affairs Recruitment Guide.