Let’s be honest. Hiring can feel overwhelming. You’re juggling deadlines, team dynamics, and the pressure to find the right person. But there’s one part of the process that often gets overlooked, and it might be the most powerful tool you have.
Your candidate journey.
Not just the job ad or the interview questions, but the entire experience someone has from the moment they discover your role to the moment they (hopefully) say yes.
And if you’re thinking, “I don’t have time to worry about that right now,” I get it. But here’s why it’s worth your attention.
Why it matters more than ever
According to the CIPD Labour Market Outlook, May 2025, employer confidence in the UK has dropped to its lowest level since the pandemic. At the same time, one in four employers are planning redundancies in the next three months. It’s a challenging time to be hiring, and an even harder time to be looking for work.
People talk. And right now, candidates are getting fed up. They’re putting in hours of effort, tailoring CVs, completing application forms, and attending multiple interviews, only to be met with silence or generic rejections. In a market where job seekers are expected to go the extra mile, many are starting to expect the same in return.
From what I’ve seen this year, the companies that are attracting and keeping people are the ones who treat candidates like humans and not another application! This kind of approach doesn’t just feel better. It works better.
So, what’s the fix?
It’s not about hiring faster. It’s about hiring better. And that starts with the journey.
A thoughtful candidate journey helps you:
- Attract the right people, not just the most available
- Build trust early, which leads to better engagement and retention
- Showcase your values in a way that feels authentic and human
How to build a better journey
You don’t need a fancy platform or a ten-step funnel. You just need to be intentional and human. Here are some ideas to help you start:
1. Start where they start
Put yourself in their shoes. What would you want to know before applying? What would make you feel seen?
2. Communicate clearly and consistently
Even a simple “Thanks for applying, we’ll be in touch soon” can go a long way. Silence is the quickest way to lose great people.
3. Respect their time
If you’re asking for a 90-minute task before an interview, ask yourself if it’s really necessary. Candidates are evaluating you just as much as you’re evaluating them.
4. Give feedback, especially when it’s a no
It doesn’t have to be long. Just honest. It shows you care, and it leaves the door open for future opportunities.
5. Make it human
People don’t connect with processes. They connect with people. Let your tone, your values, and your culture shine through every step.
You might not remember every candidate you interview, but they’ll remember you. The way you made them feel. The clarity or confusion of your process. The respect or lack of it they experienced.
And in a world where your reputation travels faster than ever, that matters.
Because when you get it right, it’s not just good for candidates. It’s good for you, your team, and your business.