Trust is slipping and candidates certainly feel it. Recent Greenhouse data shows 46% of job seekers say their trust in the hiring process has decreased in the past year, and 42% say that the decline is tied to AI use. The good news is that trust isn’t abstract or out of reach. It’s shaped by everyday choices. Greenhouse TA team members Generi Wilson and Melissa Shannon break down best practices for creating clearer, fairer and more trustworthy candidate experiences.
1. Communicate early – and keep communicating, especially after interviews: Candidates most often lose trust after interviews, when updates slow or stop. Silence creates uncertainty and frustration. As Generi puts it, “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.” Melissa adds that trust erodes when candidates receive mixed signals late in the process. Acting as a single, consistent voice (and explaining how feedback is being interpreted) helps candidates feel grounded instead of confused.
2. Be explicit about how AI supports the process early: When automation is involved, clarity matters more than reassurance. Generi recommends “sharing exactly how AI will be used, and when a human intervenes – especially who makes the final decision – before the first interview.” Melissa reinforces this by framing technology as support, not authority: “It’s clear that AI helps with structure and consistency, but every important decision involves a human.” Transparency turns uncertainty into understanding.
3. Design the process to signal respect and fairness: Respect starts with preparation. Share interview stages, time commitments, interviewers and what each stage assesses so candidates know what success looks like. “Always close the loop,” Generi notes, even when a candidate isn’t selected. Melissa adds that fairness shows up through follow-through: “Consistent updates, even when there’s no decision yet, matter more than good intentions.”
