I find it interesting how employers state their recruitment process on their websites (few do). Step 1: apply.

That may be your first step, but is it your applicant's?

Their first step may be reading a LinkedIn post. It might hearing about your company from a customer of yours. Driving past your offices.

More often than not it's reading your job advert and considering whether or not to apply. Is their CV up to date? Do they really want to register on an ATS?

Points of influence and uncertainty.

Should your 1st step reflect theirs?

As a recruiter, this 1st step (sending you a qualified candidate) is generally the 6th or 7th in mine - the hidden iceberg of the work I do.

And how about that last step of "Offer process"?

This isn't the candidate's last step.

Resignation
Notice period
Day one
Probation period

These are all periods of uncertainty and are necessary steps for your candidate that overlap with employment.

And your steps can reflect these too with how you pre-board, onboard and set them up for success.

It's what I do as a recruiter, and the benefits are clear. A better experience all round with more successful starts, longer retention from placements who deliver, and few if any drop outs.

Do it well and you're more likely to have a better experience of your candidates and employees.

What does your career page say about your recruitment process?

If you'd like to discuss why the steps a candidate experience are crucial in hiring the right people, feel free to contact me on greg.wyatt@bwrecruitment.co.uk and 07896 092024.