The Role of EDI in Candidate Experience

A great candidate experience is more than just smooth communication and quick responses — it’s inclusive, equitable, and welcoming from the very first click. Equality, Diversity & Inclusion (EDI) doesn’t just benefit internal teams — it directly shapes how candidates view your brand.

Let’s explore how EDI can enhance every stage of the candidate journey.

 

First Impressions Matter: Inclusive Job Ads

Your job adverts set the tone for your company’s values. An inclusive ad should:

• Use gender-neutral language (e.g. “you’ll lead” vs. “he/she will lead”)

• Highlight commitment to diversity and accessibility

• Remove unnecessary requirements that exclude capable candidates (e.g. degrees over skills)

Tip: Add a statement like
“We welcome applicants from all backgrounds and will accommodate individual needs during the hiring process.”

 

Accessible Application Processes

If candidates can’t access or understand your application process, they won’t apply.

Here’s how to improve accessibility:

• Use mobile-friendly, screen-reader-compatible forms

• Keep application steps clear and brief

• Offer alternatives for neurodiverse or disabled candidates (e.g. recorded answers vs written)

• Let candidates request accommodations early in the process

Fair and Flexible Assessments

Rigid tests and interviews often favour privilege over potential. Inclusive assessments include:

• Structured interviews with consistent scoring

• Realistic job previews that focus on skills, not performance theatre

• Flexible scheduling for candidates with caring responsibilities or disabilities

Bonus tip: Diverse interview panels reduce unconscious bias and reflect your inclusive culture.

 

Providing Constructive Feedback

Candidates — especially those from underrepresented groups — often feel excluded when they receive silence or vague rejections.

Instead:

• Offer personalised, constructive feedback

• Thank them for their time and encourage future applications

• Be transparent about the next steps or waiting times

Kindness is inclusive. Feedback builds trust and boosts employer brand reputation.

 

Post-Application Inclusion

Even after a decision is made, inclusion matters:

• Invite unsuccessful candidates to join a talent pool

• Send them relevant resources or updates on future opportunities

• If hired, ensure onboarding includes information about your diversity networks, mental health support, and safe spaces

A candidate’s experience with your brand is often their first insight into your culture. If it feels inclusive, respectful, and fair — they’ll remember you for the right reasons. Whether they get the job or not, they’ll leave as an advocate.