Make sure to tell the interviewer you understand the importance of the candidate's experience. Discuss how you keep candidates updated on the process, including any final communications once they have been eliminated from the application pool.

"I worked for a company in the past that incentivized us to close our requisitions as quickly as possible, resulting in our recruiters basically leaving candidates out in the cold. It may have made us more efficient, but it hurt the company brand and I believe it made it harder for us to hire in the long run as candidates told others about their poor experiences. Instead, I like to focus on making sure every candidate has a positive experience, even if they don't get the job. I do this by staying in regular communication with them throughout the process. I make sure to reach out at least once a week, even if I don't have an update for them, just so the candidates know I have not forgotten about them. And once a candidate is eliminated from the applicant pool, I make sure to reach out by phone to personally let them know. It's never fun to deliver bad news, but I know they appreciate the fact that I've taken the time to call and let them ask any questions they might have."