When Did You Last Evaluate Your Recruitment and Onboarding Process?

Going Back to Basics in the Candidate Journey

In today’s dynamic hiring landscape, businesses spend considerable resources on attracting top talent. However, there’s often a disconnect between intention and execution when it comes to the recruitment and onboarding process. While a company may aim to be seen as a top employer, outdated or poorly aligned recruitment practices can leave candidates with a lackluster impression. ?

We speak to Emma Hastings, Partner at Succession to discover how understanding the journey from a candidate’s perspective can reveal crucial insights that may make or break the impression your organisation leaves on prospective employees.

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Why the Candidate Journey Matters

The candidate journey is the entire experience a prospective employee has with your company, from the first moment they come across your job listing to their integration into the team. First impressions are crucial. At Succession, we know that the recruitment experience alone can strongly influence a candidate's decision to join or recommend a company, regardless of the final hiring outcome. A positive candidate journey reflects well on your brand, while a cumbersome or disjointed experience can deter top talent and damage your reputation.

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Going Back to Basics: Evaluating Key Stages

Emma suggests how taking a step back to review each stage of the hiring and onboarding process is invaluable. Here she highlights how a return to basics can transform your candidate journey:

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Review the Job Spec

Sometimes the job spec itself is the candidate's first introduction to your company. Review these periodically to ensure they accurately reflect the role, your company culture, and what candidates can expect. Are your job postings appealing, inclusive, and up-to-date? Avoid using jargon or overly complex language that might deter potential candidates from applying.

Does your recruiter understand your business?

Application Process

At Succession we understand that today’s candidates value efficiency. Evaluate the steps involved in applying for your roles. Are there unnecessary forms or tasks? Consider streamlining or even automating parts of the process to save candidates time. A long or confusing application can cause frustration, and top talent may abandon the process halfway through if it feels overly complicated or impersonal.

Communication is Key

Consistent communication is one of the simplest ways to create a positive experience. After submitting an application, candidates should receive updates on their status. At Succession, we always try to ensure that responses are timely and candidates are kept abreast of how their application process is going. Anything other than this can give the impression that your company isn’t organised or considerate of their time. For larger companies and those who deal with lots of applications directly, automating acknowledgment emails and providing a clear timeline can make a significant difference in keeping candidates engaged.

The Interview Process

For candidates who progress to interviews, it’s important to consider how they are conducted. Are interviews well-structured and respectful of the candidate’s time? Are interviewers aligned on the core competencies they’re assessing? Regularly review feedback from both successful and unsuccessful candidates to understand how your interviews are perceived. Consider training interviewers to ensure consistency, fairness, and professionalism in every interaction.

Onboarding Experience

We’re big advocators of a smooth onboarding process. Once a candidate accepts an offer, onboarding is their first true immersion into your company. Ensure that the process feels welcoming, structured, and informative. Successful onboarding involves more than a checklist; it should provide new hires with a sense of belonging and clarity about their role. Review your onboarding materials, orientation sessions, and the support offered to new employees during their initial months.

Staying Agile: Regular Reviews for Lasting Success

While going back to the basics is essential, it’s also important to recognise that recruitment and onboarding processes should evolve. A yearly review of the entire candidate journey, with feedback from recent hires and hiring managers is a great way to ensure your practices stay relevant and reflect changing workforce expectations.

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A refined candidate journey not only attracts quality talent but also builds a strong reputation for your company. When you view the recruitment and onboarding process through the eyes of a candidate, you gain insights that empower you to design a journey that is efficient, engaging, and reflective of your company’s values. At Succession, we believe that going back to basics isn’t a step backward; it’s the key to moving forward effectively in today’s competitive hiring market.