The candidate experience can have a powerful impact on a company’s reputation. According to PwC’s Future of Recruiting survey, 56% of candidates would discourage others from applying for a role due to bad recruiting practices. In an industry as competitive as iGaming, where talent is essential to business growth, this statistic is more than just a warning—it’s a call to action for iGaming companies to prioritise the recruitment experience as a core element of their employer brand. 

Understanding the True Cost of a Bad Recruitment Process 

As a consultant at Pentasia, speaking to candidates every day, I get a lot of very candid feedback. There have been times when I’ve had to explain to an employer that their preferred candidate wasn’t happy with aspects of the recruiting experience and is no longer interested in the job. This isn’t just an isolated issue. According to PwC’s Future of Recruiting survey, 49% of candidates have turned down a job offer due to a bad recruitment experience.  

Occasionally—and thankfully rarely—I’ve approached a great fit for a role, only to be met with hesitation or a firm “no” because they’ve checked out Glassdoor or heard negative feedback on the grapevine about the employer's recruitment process. This statistic highlights a broader trend: in today’s hyper-connected world, a single negative recruiting experience can create ripple effects, discouraging other high-quality candidates from applying and ultimately affecting an employer’s ability to attract top talent. 

The 56% statistic highlights an often-overlooked aspect of recruitment: candidates are not just evaluating a job role; they’re evaluating your company as a whole. A candidate’s experience during the recruitment process reflects your company’s culture, values, and professionalism. When candidates encounter long delays, poor communication, or feel that the recruiting process reflects wider cultural or systemic problems within the company, they don’t just walk away from the opportunity—they often share their negative experience with others. 

To help you develop a strong recruitment experience that reflects your company’s values, here are four principles to guide you. 

Human-Centred Approach: Prioritise frequent, clear communication and opportunities for candidates to connect with team members. This leaves a positive impression and reflects your company culture, even for those who don’t receive an offer. 

Smart Technology Investments: Use technology that simplifies tasks like CV uploads and scheduling, and speeds up internal processes so you can be more responsive. Consider immersive tools, such as virtual previews, to give candidates a glimpse into your company. 

Respect Every Candidate’s Journey: Treat each candidate respectfully, providing feedback and maintaining transparency. Even those who don’t join your team can become advocates for your brand. 

Specialist Support: Partner with experts who understand how to create a seamless, engaging recruitment experience, leading to faster and more successful hiring outcomes. 

Turning Candidates into Advocates 

With 56% of candidates likely to discourage others from applying due to poor recruiting practices, a poor experience can significantly harm your company’s reputation. But there’s another side to this: delivering an exemplary experience can turn these same individuals into advocates. When candidates feel valued and supported, they’re more inclined to share their positive experiences with peers, colleagues, and within their networks. 

Encouraging candidates to speak positively about their recruiting experience—even if they weren’t offered the role—can attract more top talent and enhance your reputation as an employer of choice. By investing in an outstanding recruitment experience, you’re not only improving immediate hiring outcomes but also building a pipeline of talent eager to work with you in the future. 

The Strategic Advantage of a Positive Candidate Experience 

In summary, in sectors where skillsets are specialised and competition for talent can be fierce, a positive recruitment experience is a clear strategic advantage. Candidates want to feel valued and respected, and a well-designed hiring process signals that your iGaming company is people-focused. When candidates leave the process with a positive impression, they’re more likely to recommend your company and consider future roles with you, expanding your reach within the talent market. 

A great candidate experience isn’t just about filling roles; it’s about building a reputation that attracts top talent and retains high-calibre professionals. With 56% of candidates willing to speak out against companies with poor recruiting practices, it’s essential to create an experience that reinforces, rather than detracts from, your employer brand. 

At Pentasia, we believe that every candidate interaction matters. If you’d like to discuss how we can help you refine your recruitment process to attract and retain top talent, reach out to our team today.