If recruiters are rushing, it can definitely impact the candidate experience, and that’s not a good look for anyone. While speed is important, it’s equally crucial to make candidates feel valued and informed throughout the process. Balancing efficiency with genuine interaction ensures candidates don’t feel like just another application. By building small touchpoints for feedback and updates, we can keep things moving without sacrificing the candidate’s experience.

Rushing candidates through a process can absolutely impact the experience from both the client and candidate side and make one or both not want to work with you in the future. Keeping candidates informed throughout the process, providing feedback and coaching throughout, and having real conversations with them about what they liked/disliked will help them have a good experience. People work with who they like! Remember candidates become clients and clients become candidates.

I believe that with technology taking the forefront in recruiting these days it has impacted the "personal touch" that is desired and needed as you always want to leave the candidate to feel that they have went through a positive experience. There are times recruiters cannot give that experiece if they are at the mercy of a higher up who has not given them feedback; however we could always circle back and let the candidate know what is going on even if it is not in your control. They will remember that you have tried your best despite others above you not giving you the feedback on the candidate. So yes, take the time to close the ring with the candidate they would appreciate it.

When hiring processes speed up, candidate experience can often suffer, but I believe it doesn’t have to. Small efforts, like providing personalized feedback and setting clear expectations from the start, make a big difference. Transparent communication reduces candidate anxiety and shows respect for their time and efforts. Even a simple follow-up message post-interview—whether they advance or not—leaves a lasting positive impression. This builds goodwill and establishes a strong talent pipeline for the future. How do you balance efficiency with making candidates feel valued in a fast-paced hiring environment?