You may never have thought about this, but in the job search process, there is a big difference between a candidate and an applicant. Asking yourself why this matters? The difference is about more than whether or not a person is ultimately hired for a job. The distinction also gives an idea of what each role should expect from the company. We’re going to review the difference between the two and what it means to make yourself truly stand out in this tough job market. And, for hiring managers, you’ll learn why it’s important to work with recruiters that are already keyed in to the best candidates for your open positions.
First, let’s get into the definitions of each…
Applicants
Applicants are jobseekers who apply for a job. They may be familiar with the company and might even have connections to current employees within their network. But if they have not been vetted or considered for a previous position at said company, they’re still an applicant. A person may be a qualified applicant on paper, we’re not arguing that. But, a qualified applicant is still not the same as a candidate.
What should you expect from companies as an applicant? Unfortunately, if you're never selected for even a phone screen interview, companies aren't going to be able to give you real feedback on you as an applicant. It may sound harsh but ultimately, there are simply TOO MANY applicants for every company to provide personalized feedback.
Candidates
Candidates are people who have, in one way or another, already been vetted, deemed qualified and are advancing through the interviewing process. Maybe they're going through a first-round phone screen or maybe they're actively interviewing with a hiring manager. No matter where they are in the process, they are in the company’s hiring pipeline, either through a recruiter or on file as a previous applicant. A candidate might have already applied (just like all other jobseekers), but they are actively being considered for the role and deserve more tailored communication if they are ultimately not hired.
What are the key differences between Applicants and Candidates?
Candidates have 1) the advantage of prior vetting and 2) are people who have already made advancements through the hiring process.
So, how does a person become a stand-out Candidate?
Ultimately, most job seekers become candidates by starting as an applicant. They apply for a job and are deemed qualified enough to move forward in the process. However, there are other ways to become a candidate as well. Candidates don't simply apply when a job is open but make sure to connect with recruiters and convey their interest in the company right away. Candidates set up meetings with current employees to get to know the company and people on their teams. They pay attention to a company’s social media, events, and new products, making sure to watch their trajectory and stay informed on their style, trends, and interests. By making and keeping up with their connections at the company, they remain top-of-mind as potential future employees. Part of being candidate material is patience: you have to be willing to play the waiting game to land the job when it becomes available or go after the job using the tactics mentioned above. While applicants may stop at the application process, you can become a candidate by taking the initiative to make sure key people at your dream company notice you.
The Lesson for Applicants? Reach out to recruiters more often
Whether you’re a client, applicant, or candidate, recruiters are the ones who perform all of the vetting of talent and may even help candidates reach their full potential before interviewing. They are the ones who provide feedback to both parties and make the best possible match between candidates and clients.
The Lesson for Companies? Provide feedback to candidates
Hiring managers, we're letting you off the hook a bit on giving feedback to applicants. Believe us, we understand that you can not give feedback to every person who applies. But that doesn't mean you shouldn't be communicating specific, personalized feedback with candidates who interviewed for the role. They gave you their time, energy, and consideration. The least you can do is tell them specifically why they weren't hired for the role.
It just so happens that you’re in the right place to find a recruiter who can help you, either find your dream gig or hire a stellar candidate.
