{"id":7734,"date":"2025-05-24T20:13:47","date_gmt":"2025-05-24T20:13:47","guid":{"rendered":"https:\/\/wearesmart.com.br\/?p=7734"},"modified":"2026-10-29T21:30:04","modified_gmt":"2026-10-29T21:30:04","slug":"candidate-experience-talent-not-hired","status":"publish","type":"post","link":"https:\/\/wearesmart.com.br\/en\/candidate-experience-talent-not-hired\/","title":{"rendered":"What does your company do for the talent it does not hire?"},"content":{"rendered":"\n

What does your company do for the talent it does not hire?<\/h1>

By<\/span>Tha\u00eds Aguiar<\/span><\/p>

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Understand why your talent acquisition team also needs to care for people who do not progress through selection.<\/p>

When discussing employer branding, we think about attracting the right talent and providing a positive working experience so employees keep choosing the company as a good place to work.<\/p>

But candidates who are not hired often feel left in limbo. Few employer brands recognize their value and give them feedback about the selection process or future opportunities.<\/p>

In the daily rush, these people rarely become a priority. That is a major mistake for companies seeking strong employer brands. The turning point in your employer branding strategy may be right here.<\/p>

Why invest in candidates who were not selected?<\/h2>

A professional\u2019s experience matters in difficult moments too<\/h3>

Throughout the relationship with candidates, including when rejecting them, the experience must be consistent with your company\u2019s cultural behaviors and EVP pillars.<\/p>

According to recruitment software company CareerArc, 60% of candidates report poor recruitment experiences, and 72% tell others about those experiences.<\/p>

Word of mouth is worth more than any advertisement<\/h3>

Bad news travels fast, but good news does too. Nielsen studies show that recommendations from friends and family are the most trusted form of advertising across generations.<\/p>

How many thousands, or even millions, of potential recommendations is your employer brand missing?<\/p>

When dozens or hundreds of candidates receive no response about a vacancy, or the feedback is unclear, that lack of transparent communication harms the company itself.<\/p>

Talent and customers are the same people<\/h3>

Positive or negative candidate experiences affect both the employer brand and the commercial brand.<\/p>

If you are disappointed by your treatment during recruitment, you are likely to reconsider your relationship with the commercial brand. Even without a job offer, an excellent experience makes it far more likely that you will remain or become a customer.<\/p>

That is a strong reason to bring employer branding and marketing closer together.<\/p>

Not this time, but perhaps next time<\/h3>

Sometimes recruitment ends with more than one ideal candidate for a vacancy. Or you meet the right person before the right role exists.<\/p>

You may need to reject a candidate, but should keep the door open. The task is to keep the company memorable and desirable to that talent. The right match may come later.<\/p>

How to invest in these relationships: inbound recruiting<\/h2>

Inbound recruiting is a long-term relationship strategy designed to attract the right people to the right jobs through personalized, frequent and automated conversations. It is part of talent acquisition.<\/p>

Familiar email marketing can work particularly well here. A notable Brazilian example is Grupo Botic\u00e1rio, which increased organic job applications by 136% after introducing inbound recruiting with personalized email communications.<\/p>

The process includes these stages:<\/p>

Segment talent by location, roles of interest, experience and skills<\/h3>

To maintain a relationship, you need to know the person. At the scale of millions of people, this process needs automation.<\/p>

Start by investing in an appropriate tool to manage and communicate with talent using inbound recruiting. Integrating it with your applicant tracking system (ATS) makes the work easier.<\/p>

Segment unsuccessful candidates by the reason they were not hired<\/h3>

Common reasons include:<\/p>