Candidate Experience Under Scrutiny
As UK unemployment reaches its highest since 2021, recruitment teams face mounting pressure. With 2.3 people competing for every vacancy and nearly 90,000 redundancies recorded between March and May 2025, jobseekers are experiencing months of unanswered applications and scarce feedback — creating a growing mental health concern.
A Cautionary Tale for Recruiters
Joe Emery, made redundant from Virgin Media O2 in 2023 when the company cut 12 percent of its workforce, has applied for more than 5,000 roles, spanning retail, care, and cleaning. Yet only a handful of interviews have materialised.
The Human Cost of Silence
“You rarely hear back,” Emery told The Telegraph. “Six in 10 jobseekers get no feedback after interviews.”
The cumulative effect of repeated rejection and silence has been devastating. Emery experienced panic attacks, severe eczema, hair loss, and blood pressure spikes — all tied to prolonged unemployment. In June, his father found him collapsed at home, leading to psychiatric admission.
Recruitment Practices Can Prevent Harm
While legal redundancy procedures are often followed, HR experts warn that few organisations address the long-term wellbeing of candidates. The Chartered Institute of Personnel and Development (CIPD) advises recruitment teams to view post-application care as part of their responsibility.
Key Recommendations for HR and Recruiters
- Clear, timely communication with candidates at every stage
- Constructive feedback for longlisting and interviews
- Signposting mental health and wellbeing resources in communications
- Thoughtful automated messaging to maintain respect and empathy
- Extended support through employee assistance programmes post-exit
Adopting these practices not only safeguards mental health but also protects a company’s reputation and strengthens its talent pipeline. CIPD research shows that 60 percent of jobseekers receive no feedback after interviews, leaving many disillusioned.
Normalising Support and Empathy
Despite criticism on LinkedIn, Emery continues to share his experience. “Millions are struggling, yet too many stay silent, afraid of being seen as weak. It’s time to normalise asking for help,” he says.
Recruiters are challenged to see candidate experience not as a formality but as a pivotal part of HR strategy. By prioritising communication, feedback, and ongoing support, organisations can create a recruitment process that is both efficient and human, turning potential crises into opportunities to demonstrate care and empathy.
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