DECEMBER 2025AEROSPACEDEFENSEREVIEW.COM8By Kevin Cure, Head of Talent Acquisition, Republic AirwaysAs someone deeply versed in recruiting across both highly specialized, executive and high-turnover roles, I am seeing a candidate-centric strategy isn't just "nice to have" -- it's a strategic differentiator. Whether you're sourcing elite, certified experts or filling hundreds of entry-level positions with high turnover, the treatment of each candidate during the hiring process has ripple effects that resonate throughout your employer brand, talent pipeline and long-term organizational success.Why Candidate Experience Is More Than a Check-the-BoxFirst impressions from the moment a candidate encounters your job posting to the final hiring decision leave a lasting impression. The concept of Candidate Experience captures the sum of all interactions a candidate has with your organization.And the numbers underscore its importance:Two-thirds of candidates report that a positive experience heavily influences their decision to accept an offer.Conversely, many candidates decline offers or "ghosting" when communication is slow, unclear or absent. Unfortunately, nearly 60 percent of candidates' report having had a poor experience and a majority of them share that negative experience via social channels or word-of-mouth.In today's tight labor markets, where competition for talent is high and candidates are selective, a negative candidate experience doesn't just mean a lost hire -- it can THE STRATEGIC IMPERATIVE OF CANDIDATE-CENTRIC HIRING: WHY CANDIDATE EXPERIENCE MATTERS AND HOW IT WORKS ACROSS ALL ROLESIn My Opinion
< Page 7 | Page 9 >