The candidate journey – first look then buy

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You can compare the candidate journey to shopping. Candidates look around, try on and taste and then decide which job they want. But it starts with an attractive window display. So… there is work to be done!

A new job is not like new shoes

You can easily buy a new pair of sneakers. You think longer about a new job. Nobody just presses 'upload cv' or 'apply'. First you want to know everything; where and with whom you are going to work, what the content of your work is and why it will make you better or happier.

But did you know that almost 60% of candidates experience negative candidate experiences? And that you as a potential employer have a lot of influence on that experience?

Apply for your own vacancy

Online applications are often long and complex. 50 to 80% of job seekers even drop out when filling them out. The result: talent disappears and higher costs per hire.

Therefore, make applying for jobs easy. For example, with a menu for important answers. If you are helped on your way, that feels good. Because let's be honest, do you want to climb a mountain or get a push in the back?

Discovering how that works for you starts with an application at your own company. Then you will automatically see what can be improved.

Treat the candidate as a consumer

The consumer is sacred to many marketing departments. There is less attention for candidates. While they also want to experience enthusiasm when they have shared their CV with you.

Yet almost 75% of the candidates do not receive an immediate response after filling in their application. While that is such an important moment. Pay attention to that and send, for example, a 'how nice that you applied' message immediately.

Map out the perfect candidate journey

All steps in the application process are crucial. Do you want to determine the ideal candidate journey including timeline? Then first go in depth with your team and get into the shoes of the person you want to bind to you. Ask yourself the following questions:

  • What are the characteristics of your candidate? Create personas.
  • On which platforms do you find your candidates?
  • What impression do you want to make?
  • What should the candidate remember?
  • How often do you want to contact the candidate and can you automate this?
  • How do you create a welcome and well-informed feeling at every stage of the process?
  • How do you keep candidates warm who are not yet ready to apply?

It can always be better

No organization has the perfect candidate journey. There is always room for improvement. With a well-thought-out strategy and the right tools and technology, you can dramatically improve the candidate experience and attract high-quality talent.

Would you like to brainstorm about your candidate journey or employer brand? Come and have a look. And no, you don't have to buy right away.

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