For recruiters, prepping applicants doesn’t just benefit the candidate; it leads to better performance, lower dropout rates, and a more equitable hiring funnel. According to the 2024 Monster Work Watch Report, 47% of survey respondents listed poor communication as the reason they dropped out of the job applicant process.

If your applicants are ghosting interviews, struggling to showcase their skills, or dropping out of the process early, you’re not alone. For many Gen Z applicants, interview stress isn’t just a hurdle — it’s a wall.

Nearly 40% of all university women surveyed in the 2024 National College Health Assessment were diagnosed with anxiety, and almost 60% of all Gen Z report “experiencing significant stress and anxiety, including social anxiety.”

The interview process is often the most stressful part of the job search — sometimes even more so than the application process itself. Many hiring teams fail to provide clear follow-up timelines, leaving candidates anxious and unsure of what comes next.

That’s why investing in candidate communication and structured preparation is key for both applicants and employers. Clear, empathetic preparation doesn’t just ease applicants’ nerves; it also leads to better outcomes for recruiters.

Providing your applicants with key dates, information, and processes significantly reduces the stress they face while also showcasing your organization’s commitment to providing a supportive and transparent work environment, which is important to Gen Z and Millennials.  

Providing interview prep isn’t just about improving performance; it’s about building trust, reducing anxiety, and setting the tone for a fair and equitable hiring process.

What does strong interview preparation look like in practice?

Let’s break it down.

How to Structure Interview Prep for Equity and Clarity

By outlining what to expect in the interview process, you eliminate the anxiety of the unknown. You can choose to provide an overview of the entire process up front or provide information at each stage of the process. 

At a minimum, guidelines about each stage of the process should include:

• Details about the interview format
• Logistics (especially if the interview is in-person) and timing (specifically around timezone if virtual)
• Who will be participating in the interview, and what is their position
• Estimated time of the interview
• Outline how and when the applicant will hear back
• Offer a brief “what we’re looking for” or sample questions

Structured communication helps nurture the relationship between recruiters and applicants, giving them a stronger sense of control and security.

Helping Applicants Prepare for Technical Interviews

Tech, in particular, poses a significant amount of uncertainty, especially around technical interviews. One of our members, in our 2024 Recruiting Experience Survey, said, “I’ve been told multiple times from recruiters at different companies that technical interviews are where MOST candidates drop. They also, for me, are simply the hardest part of the process. I don’t think I ever feel fully ‘ready.’” 

The numbers tell the story: over 50% of our members report feeling neutral or unprepared for technical interviews. In comparison to behavioral interviews, 65%+ of students agree that they are prepared for behavioral interviews compared to 30%+ for technical interviews.

Here’s what you can provide to help ease the uncertainty for technical interviews: 

• Include prep for the coding-specific challenges and interviews
• Provide what type of technical interview to expect (coding challenges, whiteboarding, system design)
• Provide a timeline for completion and follow-ups

Creating a More Equitable Hiring Experience

Interview prep isn’t just a courtesy; it’s a cornerstone of equitable hiring. When applicants are unsure of what to expect, those with insider knowledge or stronger connections are at a clear advantage. However, when companies provide transparent timelines, guidance, and role-specific expectations, they level the playing field and open the door to a broader range of talent.

For candidates, especially those from underrepresented backgrounds, structured interview preparation reduces anxiety, fosters trust, and provides a more equitable opportunity for success. 

And for recruiters, it pays off: better-prepared candidates perform more confidently, progress further, and are more likely to accept offers.

Creating equitable access to opportunity doesn’t just build trust — it expands your talent pool, improves representation, and leads to stronger, more diverse teams.

Candidate prep isn’t extra. It’s essential.

Want to improve your candidate experience and build a more inclusive hiring process? Connect with our team to learn how we support partners and candidates at every stage of the hiring journey.