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Leveraging the candidate journey to maximise recruitment success
Written by Danielle Fargnoli-Read on 10 April 2024
The candidate journey is a critical determinant of recruitment success for organisations. Indeed, beyond merely filling vacancies, employers must prioritise the experience of prospective hires from initial engagement to onboarding and beyond.
The candidate journey encompasses every touchpoint and interaction that a job seeker experiences throughout their engagement with a prospective employer. From the moment they discover a job opening to their integration into the company culture, each step along this journey influences the candidate’s perception of the employer brand and their likelihood of accepting an offer – so it’s crucial that employers get it right.
In this blog, we’ll explore the key stages of the candidate journey, what employers can do at each stage to maximise their chance of a successful hire, and why it all matters in today’s market.
Attraction and discovery
The candidate journey often begins with the job search phase, where individuals actively seek out employment opportunities. This may involve perusing job boards, utilising professional networking platforms, or engaging with recruitment agencies.
Employers must ensure that their job adverts are compelling, inclusive and accurately reflect the role and company culture in order to attract the right candidates. They must also ensure that their job ads are posted in the right places where their target audience is likely to be searching. Understanding where potential candidates look for jobs – whether it’s niche industry websites, specific social media groups, or local community boards – can significantly increase the visibility of job openings to the desired talent pool.
By diversifying the platforms used for posting job ads and tailoring them to match the preferences of different candidate demographics, employers can enhance the chances of attracting qualified and diverse applicants.
Additionally, optimising job descriptions with relevant keywords can improve the chances of appearing in search results, further increasing the chances of attracting suitable candidates.
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Application and screening
Once candidates identify suitable positions, they proceed to submit their applications. This stage represents a critical juncture where the ease and efficiency of the application process can significantly impact a candidate’s perception of the employer.
Streamlined application procedures and timely communication from organisations are essential to keep candidates engaged and informed throughout the screening process. Lengthy, clunky, repetitive or hard-to-complete application forms can be a turn off for candidates, making them more likely to abandon the application process.
For example, instead of requiring candidates to manually input information already present in their CVs, employers should consider optimising their application process by allowing for easy upload of CVs and leveraging technology to pre-fill application forms with relevant details, reducing redundancy and enhancing the candidate experience. This approach demonstrates respect for the candidate’s time and effort, reflecting positively on the employer’s commitment to a candidate-centric recruitment process.
Likewise, no communication from the organisation can lead the candidate to look and engage with organisations who are communicating with them effectively and in a timely manner.
Interview and selection
As candidates progress through the recruitment pipeline, they will undergo interviews and assessments to gauge their suitability for the role.
During this phase, employers must prioritise transparency, professionalism, and respectful communication during the interview process. Providing feedback and keeping candidates informed about their progress fosters a positive candidate experience, regardless of the outcome.
Offer and negotiation
Upon selecting a preferred candidate, employers extend job offers, initiating the negotiation phase.
Clear and competitive offers, coupled with open dialogue regarding expectations and benefits, contribute to a smooth transition from candidate to employee. Transparent communication and flexibility in negotiating terms can enhance the candidate’s perception of the employer’s commitment to their wellbeing and professional growth.
Onboarding and integration
The candidate journey doesn’t end with the acceptance of an offer; rather, it extends into the onboarding and integration phase.
Effective onboarding processes play a crucial role in acclimatising new hires to the company culture, facilitating job proficiency, and fostering a sense of belonging from day one. In fact, research by Brandon Hall Group found that organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.
For example, you could consider:
- Implementing personalised welcome kits tailored to each new hire’s interests and role, creating a warm and welcoming atmosphere right from the start.
- Providing the new hire with branded merchandise along with a personalised note from the team to help them feel welcome and included.
- Leveraging technology to streamline the onboarding process, such as providing access to a centralised digital platform where new hires can complete paperwork, access training materials, and connect with colleagues.
Additionally, ongoing support and feedback mechanisms are essential during the integration phase. Regular check-ins with managers and mentors allow new employees to address any challenges they may encounter and receive constructive feedback, promoting continuous growth and development within the organisation.
By continuously refining and investing in their onboarding processes, organisations demonstrate their commitment to the success and wellbeing of their employees, ultimately fostering a positive employer brand and making new hires more likely to stick around.
Final thoughts
At a time when many organisations are still struggling to recruit and retain staff, embracing the principles of candidate-centric recruitment is not just advantageous – it’s imperative for sustained growth and competitiveness.
By prioritising every stage of the candidate experience – from attraction to onboarding and beyond – employers can differentiate themselves as employers of choice, make the right first impression, and establish strong, long-lasting relationships with individuals who are engaged and committed to the organisation’s success.
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How is the candidate journey in your organisation currently?
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