What is the Candidate Journey?

Every interaction between job applicants and their preferred companies during the recruitment process is considered a candidate journey. The candidate journey incorporates all job seekers’ steps, from showing interest in a particular company to becoming fully onboarded employees. It includes candidate journey touchpoints, also known as the 7 stages of the candidate journey:

  1. Awareness
  2. Consideration
  3. Interest
  4. Application
  5. Selection
  6. Hiring
  7. Onboarding

Each step represents an opportunity for companies to engage with candidates in meaningful ways while simultaneously allowing candidates multiple chances to make a lasting impression. A positive experience can lead applicants to actions which can influence building a stronger employer brand. They will gladly recommend your organisation to others or reapply with you again. On the other hand, a poor candidate experience can deter potential prospects and damage your reputation.

The Candidate Journey Map

Every journey needs a map. The same rule applies here. A candidate journey map illustrates all the mentioned touchpoints into a single actionable map. It helps recruiters identify areas for improvement and tailor their strategies accordingly. On the other hand, it shapes candidates’ perception of your company and influences their decision to engage further with their application process.

So what is the candidate journey?

Stage 1: Awareness

The candidate’s journey starts with the awareness stage. This stage is the candidate’s most active phase. We can also call this stage the job hunting process. Searching and researching, they reach different touchpoints where they learn about the job position. Then they dive into the information provided by your company through your website, social media channels, career sites, job fairs, review platforms and last but not least, word-of-mouth recommendations. The awareness stage also applies to the passive job seekers, as they also need time and space to get to know the companies they are approach by.

Let’s put this into a real-life scenario. Imagine John. He is looking for a job in a children’s residential care setting. While scrolling through LinkedIn for job opportunities and job ads, he sees a post fromOlive Recruit featuring inspiring testimonials of satisfied candidates.Intrigued by the experiences, John goes further – he clicks on their website to learn more about open positions. The engaging content convinces him to follow Olive Recruit for updates. This example highlights how his candidate journey might begin.

Stage 2: Consideration

Here we talk about the evaluation phase, where candidates compare the companies, their visible employer brandingreputation andir offers. They also match the company’s culture and values with their own. They search for detailed information containing growth opportunities, compensation packages, benefits, and a provided work-life balance. The consideration phase is crucial for building trust and credibility, as candidates form opinions based on the information they can reach.

Stage 3: Interest

In the interest stage, candidates move from passive awareness, curiosity and consideration to genuine engagement with your company. At this point, they approach all the organisation’s communication channels and initiate their interest by following social media channels, subscribing to newsletters or email updates about job openings. Additionally, they leave comments with questions or download resources and enter your mailing lists. The interest stage is the point of the candidate journey where they become a “warm lead” – a motivated potential candidate ready to be approached by leaving their contact details.

Stage 4: Application

The first three stages practically blend into each other. They are designed to reach the fourth and most crucial phase – the application process. It is the formal expression of interest in joining your company by submitting their CVs, completing application forms, and sending supporting documents such as cover letters, portfolios or certifications.

On the other hand, in this stage, employers review the applications to check if they meet the basic qualifications and requirements. Nowadays, this is done with the help of Applicant Tracking Systems (ATS) to manage and organise submissions effectively.

Stage 5: Selection

The selection phase involves pre-screening questions and preliminary tests designed to assess their suitability for the role, followed by a series of interviews (by phone, video call or in person). It involves direct interaction between the company and the candidate. This phase provides an opportunity for showcasing skills, experience and personality traits by completing assessments such as technical tasks or psychometric tests.

The selection phase is the most active stage for the companies. It involves many people to identify candidates and to be able to review all the interview feedback and the assessment results, along with the candidate’s qualifications and cultural fit. Once the decision is made, the communication goes in two ways: shortlisted candidates are informed about the next steps, while unsuccessful candidates receive feedback. Remember, being humane with all the applicants and leaving a positive employer reputation is necessary if you wish your company to be regarded as a highly valued employer brand.

Stage 6: Hiring

The recruitment process culminates in the hiring phase, where the company extends a job offer to the selected ideal candidate. It contains clear terms and conditions about the salary, benefits, and working conditions while addressing candidates’ questions or concerns. Coordination with the HR team is also needed to meet all legal and administrative requirements, including background checks. Lastly, maintaining communication to keep the candidate engaged before their start date, by preparing for their first day with pre-onboarding materials or guidance.

Stage 7: Onboarding

The onboarding process is a structured and ongoing procedure designed to help new hires acclimate to their roles and job responsibilities, understand the company culture, values, policies and tools, and feel valued team members by building quality connections with their new colleagues. This step is crucial for facilitating long-term results like engagement, productivity and retention.

Depending on the company, the onboarding process, sometimes called the discovery phase, can last up to a few months. Its goals are clear – ensuring new employees:

  • Step into a welcoming and supportive environment;
  • Gain clarity on their roles and expectations;
  • Build relationships with their team and their leaders.

Best Practices for Optimising the Candidate Journey

Creating an exceptional candidate journey requires intentional efforts at every stage. Potential candidates deserve a memorable candidate experience. We are sharing a few best practices for your implementation:

Great Communication

A positive candidate experience is possible only with clear and open communication. Candidates should feel informed about what to expect in every phase. For example, when candidates apply for a role, they receive an immediate, personalised email confirming receipt and outlining next steps. This way, you ensure you set the transparent communication and reduce candidates’ potential worries.

Timely Feedback

Timely updates on the application status or interview details are also of great importance, as they build trust and keep the candidates engaged. After all, they are a mark of respect and professionalism. Whether this feedback is positive or negative, it can encourage them to apply again or recommend your company to colleagues or friends. This way, not only do you create a transparent candidate experience, but you also build up your positive employer brand.

Leveraging Technology

The hiring process also benefits from technological advancements. AI-driven platforms can easily automate repetitive tasks like CV screening and interview scheduling, while tools like Applicant Tracking Systems (ATS) track applications efficiently. Using a chatbot to provide timely feedback to candidate queries is also a great tool to ensure that everybody can ask and be provided with an instant answer.

Begin Your Candidate Journey with Olive Recruit

Create an exceptional candidate experience with the help of Olive Recruit’s enhanced recruitment process.We provide a personalised approach that ensures candidates feel supported in each of the seven candidate journey touchpoints. Whether it’s while developing job ads with clear and inspiring job descriptions that help and lead candidates in the awareness, consideration and interest phase, or while giving timely feedback during the application and selection process, we prioritise our candidate-centric approach above all else.

Try Olive Recruit’s innovative recruitment strategies and find your match in our vast network of candidates and companies. Contact us today.