BlogRebuilding trust in hiring: How to create transparent candidate experiences in the age of AI
Key takeaways
- Candidate trust is declining as AI and automation become more common in hiring.
- Every hiring interaction directly impacts employer brand and talent attraction.
- Strong candidate experiences lead to higher engagement, stronger referrals and better long-term hiring outcomes.
Trust has always mattered in hiring. In 2026, it’s becoming one of the hardest (and most critical) things to hold on to.
Jobseekers are using AI to apply faster and navigate crowded hiring environments. Recruiters are leaning on automation to manage unprecedented application volume. Hiring managers are moving quickly, often while questioning what’s real, what’s AI-assisted and what might be misleading.
The new 2026 AI in hiring report from Greenhouse shows that nearly three-quarters of candidates now use AI in their job search. More than half have participated in an AI-led interview. At the same time, only a small share of recruiters say they’re very confident that automation isn’t filtering out strong talent. And 46% of jobseekers say their trust in the hiring process has declined in the past year – many linking that decline directly to AI use.
The funnel may be more efficient, but without trust, speed backfires. Candidates disengage. Strong talent drops out. Confidence in hiring decisions erodes.
All of it adds up. But the good news? Trust isn’t abstract. It’s built – or broken – through everyday choices.
Why candidate trust feels fragile right now
Recent data shows just how real this challenge has become. Nearly half of jobseekers say their trust in the hiring process has declined in the past year, and many link that decline directly to increased use of AI and automation.
That doesn’t mean candidates are anti-technology. Most understand why teams rely on tools to manage volume and complexity. What they’re reacting to is uncertainty:
- “Was my application actually reviewed?”
- “Who made this decision – software or a person?”
- “Why did communication suddenly stop?”
- “Do they even remember me?”
When candidates don’t know what’s happening behind the scenes, they tend to assume the worst. And once that doubt sets in, it’s hard to reverse.
Rebuilding trust starts with replacing guesswork with clarity.
Why candidate trust matters more than ever for employer brand
Today, every hiring experience is a brand experience. Long before a candidate accepts an offer – or even reaches the final stage – they’re forming opinions about what it’s like to engage with your company. Those impressions don’t come from mission statements or careers pages. They come from how clearly you communicate, how consistently you follow through and how human the process feels when things don’t go perfectly.
When trust is strong, candidates walk away thinking, “They’re organised. They’re fair. They respect people.” Even if they don’t get the job, they still feel positive about the experience. When trust breaks down, the story sounds very different: “They ghosted me. No one explained what was happening. It felt automated. I never knew where I stood.”
Those experiences don’t stay private. They show up in reviews, in Slack groups, in LinkedIn posts and in conversations with friends who might have been great future candidates.
Candidates can lose trust at any stage, but it becomes more detrimental the deeper you get into the process.
– Sam Stoker, Talent Acquisition Manager at Greenhouse
Trust also affects conversion at the moments that matter most. Candidates who trust the process are more likely to stay engaged through long timelines, accept offers and remain connected to your company. When trust is missing, strong talent quietly opts out.
In a market where most candidates juggle multiple applications at once, trust becomes a competitive differentiator. It’s what keeps people invested. It’s what makes offers credible. And it’s what turns rejected candidates into future advocates instead of critics.
Practical ways to rebuild candidate trust
Rebuilding trust doesn’t happen through one big initiative. It happens in dozens of small moments throughout the hiring process. Across conversations with Greenhouse recruiters Generi Wilson, Melissa Shannon and Sam Stoker, one theme comes up repeatedly: candidates don’t expect perfection, but they do expect consistency, honesty and respect.
1. Make communication predictable, not perfect
One of the most common places trust breaks down is after interviews, when candidates are left guessing. Feedback cycles slow. Hiring managers are still aligning. Decisions take longer than expected. Without context, candidates assume the worst.
As Generi explains, “Even if the hiring team isn’t ready to make a decision yet, sending a simple ‘no-update, update’ is better than not communicating at all.” Silence creates anxiety. Even a brief check-in restores confidence. But remember, when recruiters and hiring managers aren’t aligned internally, candidates feel it externally.
Trust erodes when candidates receive mixed signals late in the process. Acting as a single, consistent voice helps candidates feel grounded instead of confused.
– Melissa Shannon, Senior Talent Acquisition Manager at Greenhouse
Sam adds, “Timelines tend to stretch deeper in the process. That’s when candidates start wondering if they’ve been forgotten.” Setting realistic expectations and following up regularly, even when nothing has changed, turns waiting into understanding.
2. Be open about how AI fits into decisions
Mystery undermines trust. When candidates don’t understand how technology affects their application, they worry about being reduced to data points or filtered unfairly.
Generi emphasises transparency. “Sharing exactly how AI will be used, and when a human intervenes, changes the whole dynamic.” Instead of feeling judged by a system, candidates feel included.
Melissa reinforces the importance of framing. “AI helps with structure and consistency, but every important decision involves a human.” Positioning technology as support (not authority) makes a critical difference.
Sam mentioned the power of explicit language, “Our applications clearly outline our AI policy and how we review it over time. That helps candidates understand what’s allowed, what’s evolving and how we protect against bias.”
He explains that Greenhouse also includes clear language in interview confirmations explaining how tools like BrightHire are used to support fairness and accountability – not replace human judgment.
When organisations explain not just what tools they use, but why they use them, suspicion is replaced with confidence.
3. Set candidates up to succeed at every stage
Few things damage trust faster than feeling unprepared. When candidates walk into interviews without knowing who they’ll meet or what will be assessed, the experience feels careless.
Sam says that preparation shows respect: “Providing descriptions of each interview – like length, participants and topics – helps candidates show up confident instead of anxious.”
Strong preparation might include interview agendas, interviewer introductions, competency outlines and format explanations. These small details signal that the company values the candidate’s time and wants them to succeed.
Proactively sharing what the process will look like, the time commitment and who candidates will meet helps them be as prepared as possible.
– Generi Wilson, Talent Acquisition Program Manager at Greenhouse
4. Close the loop with clarity and care
Few moments shape candidate perception more than how a process ends. After weeks of interviews, a generic rejection message feels dismissive, even if everything else went well.
Generi recommends always remaining direct: “Always close the loop, even when a candidate isn’t selected.”
Melissa mentioned the power of follow-through. “Consistent updates and thoughtful communication matter more than good intentions.”
Sam encourages deeper feedback for late-stage candidates. “Providing specific feedback tied to scorecards – and offering feedback calls when possible – shows real respect.”
When rejection is handled well, candidates often remain advocates. When it’s rushed or vague, trust evaporates instantly.
Trust is the foundation of modern hiring
AI and automation will continue to shape recruiting. That’s inevitable. But what isn’t inevitable is losing the human element.
The future of hiring will be defined less by tools and more by behaviour: how recruiters communicate, how leaders explain decisions, how teams handle uncertainty and how consistently they show respect.
Rebuilding candidate trust doesn’t require perfection. It requires intention. Choosing clarity over convenience, consistency over silence, preparation over assumption, and human judgement over hidden systems.
When candidates feel informed, respected and genuinely considered, trust follows naturally – and trust is what will set your company apart.
FAQ
Why is candidate trust important in hiring?
Candidate trust affects engagement, offer acceptance, employer reputation and long-term talent pipelines. When candidates trust the process, they are more likely to stay engaged, recommend your company and apply again in the future.
How does AI impact candidate trust?
AI can improve consistency and efficiency, but lack of transparency can undermine trust. Candidates want to understand how tools are used and when humans make final decisions.
When do candidates most often lose trust?
Trust most often declines after interviews, during long periods without updates, when expectations are unclear or when feedback is vague or nonexistent.
How can recruiters rebuild candidate trust?
Recruiters can rebuild trust by communicating regularly, explaining how technology is used, preparing candidates thoroughly and delivering thoughtful feedback.
Does candidate experience affect employer brand?
Yes. Every hiring interaction shapes employer brand. Positive experiences lead to stronger referrals and re-engagement, while negative ones spread quickly and deter future talent.
Looking for more practical guidance on how to best build trust? Watch this webinar.
