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When many of us think of applicant vs candidate, we generally think of someone looking for a job. And generally, we’re right!
However, while the terms “applicant” and “candidate” are frequently used interchangeably, there are some key distinctions between them that are particularly relevant for HR teams during the recruitment process.
So, who is considered an applicant, and who is considered a candidate? And what does the distinction mean to HR departments?
Think of an applicant like an egg, and a candidate as the tadpole. A candidate is further along in the hiring process. They’ve been interviewed, undergone a background check, and thoroughly vetted by HR. Essentially, they’re on the shortlist for the position.
But an applicant? They’ve only dropped off a resume or submitted an application. They’ve expressed interest in the position, but no one has expressed interest in them so far because they haven’t been thoroughly considered or interviewed.
Why is the difference relevant?
For HR professionals, where someone is in the hiring process often dictates how you communicate with them and the resources you allocate to their development. The distinction also aids in hiring metrics and analytics, such as conversion rates from applicant to candidate, candidate to
