Tips for Creating a Positive Candidate Journey

In the 20+ recruiting audits I have completed of companies, I have found that more than 25% of recruits who sign offer letters never join. All that energy with nothing more than a finish-line disappointment. Yet if you ask a recruiting leader what their game plan is, once someone says yes, most have nothing. Recruiting doesn't stop when someone agrees to join your team—it’s just the beginning of solidifying their commitment. A formalized game plan ensures recruits feel welcomed, valued, and confident in their decision, reducing the risk of last-minute changes of heart. Here’s a step-by-step approach to create a game plan: 1) Immediate Engagement: Celebrate their decision with personalized outreach (e.g., a call or handwritten note). Have senior leadership send congratulatory messages to validate their choice. 2) Bridge the Gap with Continued Conversations: Schedule weekly check-ins to discuss their onboarding, answer questions, and keep excitement high. Involve current team members to introduce them to the culture and key connections inside the company. 3) Create a Sense of Belonging: Arrange a dinner or event involving their spouse or family to build deeper connections. Ship a personalized welcome kit with branded items and a personal note to their home. 4) Showcase the Culture: Invite them to attend a team meeting or shadow virtually so they can experience the culture firsthand. Provide access to training resources or tools to give them a head start. 5) Eliminate Doubt: Reiterate the unique value your organization offers that their current company cannot match. Role-play possible counter-offer scenarios and coach them on how to respond confidently. 6) Formalize the Onboarding Journey: Provide a clear timeline for their first 90 days, with milestones and support touchpoints. Assign a mentor or buddy to guide them through the transition. A structured plan ensures recruits transition smoothly, feel connected, and remain committed to your team. It transforms the "yes" into a day one success.

Let’s talk about hiring and how we treat people in the process. There’s a lot going on in the world right now. For many, the job search only adds more stress and uncertainty. I’ve been thinking about how we can show up for our communities, and in my own work, that means prioritizing how we support candidates. In the progressive movement, we talk a lot about liberation, equity, and justice. But those values don’t always show up where they should (in our hiring practices). Whether we’re building campaigns, nonprofits, or foundations, *how* we hire is just as important as *who* we hire. The process is wicked important. It’s a window into how we operate, how we value people, and how seriously we take our commitments to equity. Here’s what it looks like to treat candidates well in the hiring process, especially in movement-aligned spaces: 1. Transparency & Respect ➡️ Post the salary every time. It’s not radical anymore, it’s baseline. ➡️ Share your timeline and stick to it. If things shift, update candidates about that shift. ➡️ Respond to everyone who applies or interviews. Even if it’s a no, it matters. ➡️ Share interview questions with your candidates ahead of time. This helps them prep and show up as their best selves to the call. 2. Remove Barriers ➡️ Ditch the cover letter and use clear application questions. Or, just ask for a resume and send a short written questionnaire as the first step in the process. ➡️ Again, be upfront about salary and benefits. It saves everyone time and builds trust. ➡️ Be mindful of time. Many strong candidates simply can’t afford to spend 10+ hours on interviews. Keep the process streamlined, focused, and as efficient as possible. ➡️ Compensate finalists for exercises. It shows you value people’s time and helps dismantle unpaid labor culture. 3. Consistent Process & Reduced Bias ➡️ Standardize your interviews. Same questions, same format = less bias, more fairness. ➡️ Use blind grading when appropriate. I like doing this especially for written exercises. A clear rubric helps us focus on key competencies.  ➡️ Make it collaborative. Final stages should include buy-in from both leadership and peers or direct reports the hire will work closely with. 4. The Candidate Experience Is Movement Work ➡️ Share your mission, values, and team vibe throughout the process. Candidates want to know what they’re stepping into. ➡️ For interviews, give candidates a heads-up on who they’ll meet and what to expect. When we treat candidates with dignity and transparency, we build stronger teams and stronger movements. We’re not perfect, and we don’t expect anyone else to be either, but we love partnering with clients who are willing to do the work to get better together. 🔍🔍 What would you add? What have you seen that works (or doesn’t) in progressive hiring? Drop your thoughts below. #EquityInHiring #NonprofitJobs #DEI #WorkplaceCulture #CandidateExperience #HiringEquity #PayTransparency 

A smooth and thoughtful hiring process has far-reaching impact. But every once in a while, you come across a hiring manager who takes it to the next level. Not by doing anything flashy, but by mastering the fundamentals. Recently, I had the pleasure of working with a hiring manager who knocked it out of the park with candidate experience. The client had originally been trying to fill a role on their own. They were looking for someone with in-house experience in pharma or biotech, with experience working with cross-functional teams. From our very first kickoff call, it was clear this wasn’t going to be a typical search. The hiring manager came in prepared and focused. We aligned on the ideal candidate profile, compensation expectations, and interview logistics. We even discussed external factors that might slow things down, like summer vacations or competing priorities, and planned around them. Within just a week, we had strong candidates in play. But what made this process stand out wasn’t speed. It was intentionality. The manager designed a process that made each candidate feel seen and respected. It started with a 45-minute video screen (with a human, no AI here), followed by a series of 1:1 interviews with key stakeholders from both within and outside the department. Each panelist was briefed on the candidate’s background and assigned a different focus area to explore so interviews didn’t feel repetitive, and candidates weren’t asked the same questions by each person. Sadly, this approach is the exception vs. the norm in most interview processes. Hiring managers, take note! Before each round, candidates received a short, personalized briefing: who they were meeting with, what the conversations might focus on, and what to expect next. It sounds simple, but this small step made a big difference. It gave candidates the confidence to show up prepared and the space to have real, productive conversations, not just rehearsed polished talking points. The manager also prioritized closing the loop quickly. Candidates received timely updates and, when possible, constructive feedback. It wasn’t just courteous. It reinforced the company’s brand as a thoughtful and organized employer. Every touchpoint was handled with care. The result? Candidates walked away feeling like they were being recruited, not processed. Multiple people told me it was one of the best interview experiences they’d ever had. And it didn’t require bells and whistles. Just preparation, consistency, and a little bit of empathy. So often we overcomplicate hiring. But this process was a reminder that when you get the basics right—clarity, communication, respect, you don’t just make better hires. You build trust, elevate your brand, and turn candidates into advocates, whether they get the job or not. It’s not rocket science. But it is rare. And it’s something every team can aspire to. #interviewprocess #hiring #feedback

Delivering a Positive Candidate Interview Experience In my conversations with job seekers, I have heard valid complaints about the recruitment process that leave a lasting negative impression of the brand. Candidates have withdrawn their candidacy at times based on their experience These insights highlight the crucial need for maintaining a positive candidate experience, grounded in clear, honest, and consistent communication throughout the hiring journey. What is a Positive Candidate Experience: A positive candidate experience includes all interactions from the initial job advertisement to the final stages of onboarding: 1. Set Clear Expectations: Accurately describe the role and work environment to prevent mismatches and ensure candidates know exactly what to expect. 2. Communicate Value Clearly: Effectively convey what your company offers, emphasizing the unique benefits of joining your team. 3. Provide Comprehensive Details: Ensure candidates receive all necessary information about the role and what it entails to join your company. 4. Simplify the Application Process: Create a straightforward application process, that respects candidates' time, and is easily accessible, particularly on mobile devices. 5. Ensure Respectful Interactions: Treat all candidates with respect throughout the process to make them feel valued and respected. 6. Streamline Interviews and Onboarding: Conduct interviews and transitions smoothly, emphasizing both efficiency and transparency. 7. Handle Rejections Tactfully: Approach rejections with care, ensuring that all candidates leave with a positive perception of your company, regardless of the outcome. Focusing on enhancing the candidate experience yields several key benefits: 1. Broader Applicant Reach: An accessible and straightforward application process can significantly increase the number of potential hires. 2. Competitive Edge: Efficient and respectful recruitment processes can secure top talent faster than competitors. 3. Improved Hire Quality: Positive recruitment interactions are likely to attract higher-quality candidates who are a better fit for your company. 4. Enhanced Brand Perception: Positive experiences can transform candidates into brand ambassadors, promoting your company by word of mouth and on social media. Conversely, negative experiences can significantly damage your brand’s reputation. Conducting a Self-Audit of the Interview Touchpoints: Conduct a thorough audit of your interview process to identify areas for improvement. Evaluate each touchpoint to ensure they align with your company's values and respect for candidates. Implement changes based on this audit to enhance your recruitment strategy and strengthen your employer brand. Regular evaluations help ensure that all interactions reflect your company's commitment to excellence, enhancing both immediate hiring success and long-term business growth. Contact me today to begin enhancing your candidate experience.