Candidate Journey

The candidate journey is one of the most important processes within recruitment. Hereby it’s your chance to engage and resolve potential concerns and questions of your applicants. Below are some tips that can help you as a team and as an organization.

1. Write out the application process. How many interviews will take place? With whom will an applicant speak?
It’s key to make your employees aware about the do’s and don’ts in a job interview.

2. Is there a (technical) test involved?
Of course, what you are looking for varies by department. In addition, as an employer, you are dealing with a scarce labor market. Perhaps it’s possible, to give the applicant the choice of doing a (technical) test, or provide a portfolio.

3. Where’s the applicant?
You don’t stalk them of course! Often when an applicant is open for a new challenge, they want to compare various of job opportunities. Do you know at what kind of companies the applicant applied for? If you do know, it might help you later on during the negotiation process. If you don’t know at which stage your applicant is at, you might lose lose them.

4. Do you quickly follow up?
In big companies, it often lacks in communication. The candidate journey is poor and the applicant is gone. Make sure all key-stakeholders are working seamlessly. Be short on time, because timing is precious.

5. Hurrah, the applicant is hired!
Make sure the workplace is set up. That the laptop is working. The desk is clean and that there is a personal card. Handwritten. “Welcome to your new team!”

Additional help

Need support with your organization's candidate journey? Call us, or send an email.