In today’s competitive hiring landscape, attracting top talent is no longer just about compensation or job titles—it’s about experience. More specifically, it’s about the candidate journey.
The candidate journey encompasses every interaction a potential hire has with your company—from the moment they first hear about you to the day they accept the offer (and sometimes well beyond that). When that experience is smooth, thoughtful, and human, candidates feel respected and excited to join your team. When it is disjointed or frustrating, even the best job offer might be rejected.
For hiring managers, the candidate journey is not just a recruiter’s concern. It is a strategic opportunity to influence hiring success, employer branding, and long-term employee engagement.
Let us take a deep dive into what the candidate journey is, why it matters, and how you can improve it at every stage.
What Is the Candidate Journey?
The candidate journey refers to the complete experience a job seeker goes through when engaging with your organization. Think of it like a customer journey—but for talent. Just as businesses optimize the customer experience to boost sales, companies must now optimize the candidate experience to hire smarter and faster.
The candidate journey includes:
- How candidates discover your company
- How they assess your culture, brand, and reputation
- How easy or difficult it is to apply
- How they are treated during interviews
- How timely and transparent your communication is
- How they feel when receiving (or not receiving) an offer
- How they are welcomed during onboarding
Each touchpoint is a chance to make a positive impression—or lose great talent.
Why the Candidate Journey Matters
The modern workforce is discerning. Candidates don’t just want a job—they want purpose, belonging, and clarity. According to LinkedIn’s 2024 Global Talent Trends report, 75% of job seekers say the candidate experience influences their decision to accept or reject a job offer. And it’s not just about hiring: a poor candidate experience can harm your company’s reputation, lower referral rates, and even affect customer loyalty.
As a hiring manager, you have a direct role in shaping the experience. When candidates walk away impressed—even if they don’t get the job—they’re more likely to:
- Apply again in the future
- Recommend your company to others
- Speak positively about your brand online
This ripple effect is powerful. It turns hiring into a strategic differentiator.
The 6 Stages of the Candidate Journey
Let’s break down the candidate journey into six stages and explore how hiring managers can optimize every step.
1. Awareness: How Candidates Discover You
The journey begins long before a resume lands in your inbox. It starts the moment a candidate hears about your company—through social media, job boards, a friend’s recommendation, or even the news.
Your Role as a Hiring Manager:
- Ensure your job postings are clear, inclusive, and reflect the real work.
- Partner with marketing or HR to promote your company’s mission and values.
- Encourage your current team to share company updates and open roles on LinkedIn.
- Be visible online—engage in industry conversations, publish insights, and become a talent magnet in your field.
Why it Matters: A compelling first impression can attract high-caliber candidates who align with your values and vision—long before they’ve spoken to a recruiter.
2. Consideration: When Candidates Evaluate You
Once candidates are aware of your company, they research you. They read Glassdoor reviews. They browse your careers page. They look at LinkedIn profiles of team members. They’re deciding: Is this a place where I’ll thrive?
Your Role as a Hiring Manager:
- Keep your LinkedIn profile current and authentic.
- Encourage your team to share honest (and positive) stories about your work environment.
- Offer testimonials or success stories from your department to HR or recruitment teams.
Why it Matters: Candidates want to work for leaders who are transparent and committed to employee growth. Show them you’re one of them.
3. Application or Submittal: The First Official Step
If they like what they see, they will apply—but only if the process isn’t a headache. According to SHRM, nearly 60% of candidates abandon job applications due to overly complex or time-consuming forms.
Your Role as a Hiring Manager:
- Review your application process personally. Would you apply?
- Offer feedback to recruiters if job descriptions are outdated or unclear.
- Keep the required application steps to a minimum—respect your candidates’ time.
Why it Matters: Every extra hurdle is a chance to lose talent to a faster-moving competitor.
4. Interviewing: Where Impressions Are Cemented
This is where the journey becomes personal. Candidates meet you, your team, and get a real sense of how they will be treated at your company. This stage has the greatest influence on whether they accept an offer—or not.
Your Role as a Hiring Manager:
- Prepare in advance. Know their resume. Personalize your questions.
- Start interviews by making the candidate feel at ease. Remember, it is a two-way conversation.
- Clearly explain what success looks like in the role and how the team operates.
- Avoid ghosting. Follow up promptly, even if the update is “we need more time.”
Why it Matters: A respectful, well-run interview process reflects company values and builds trust. A rushed or disorganized one does the opposite.
5. Offer: Making It Official
If all goes well, you’re ready to make an offer. But even here, timing, clarity, and communication matter.
Your Role as a Hiring Manager:
- Be involved in crafting the offer—not just the salary, but the value proposition.
- If the candidate has questions or negotiations, respond quickly and transparently.
- Reinforce your excitement to have them join the team.
Why it Matters: Top candidates often have multiple offers. The speed, enthusiasm, and clarity with which you present yours can make or break the deal.
6. Onboarding: Turning Candidates Into Employees
The candidate journey doesn’t end at “yes.” Your onboarding process sets the tone for their success, engagement, and retention.
Your Role as a Hiring Manager:
- Have a 30-60-90 day plan ready for them on Day 1.
- Set up welcome meetings with key team members.
- Assign a mentor or buddy to help them acclimate.
- Check in frequently, especially during the first month.
Why it Matters:
Effective onboarding improves retention by over 80%, according to a report by Brandon Hall Group. When people feel supported from Day 1, they’re more likely to stay, grow, and thrive.
The Role of Feedback in the Candidate Journey
Want to know how good your candidate experience really is? Ask.
Gather feedback from both successful and unsuccessful candidates. Some questions to consider:
- What was your impression of the hiring process?
- Did you feel respected and informed throughout?
- What could we have done better?
- Would you refer someone else to this company?
Use this data to identify gaps, improve processes, and ensure consistency across hiring teams.
Pro Tip: Don’t take feedback personally—treat it as a roadmap for becoming a better employer.
The Candidate Journey Never Really Ends
Even if someone isn’t hired, they’re still part of your talent ecosystem. They may apply again. They may refer others. They may become a client or partner someday.
That’s why every stage of the journey matters. Every touchpoint tells a story about who you are as a leader—and what your company values.
Your Competitive Edge Starts with Experience
In a world where candidates have options, the quality of your hiring process becomes a strategic advantage. Hiring managers who take ownership of the candidate journey are better equipped to:
- Build high-performing teams
- Attract top-tier talent
- Strengthen employer brand
- Improve long-term retention
So, ask yourself:
- How does it feel to apply for a job on my team?
- What impression do I give during interviews?
- How well do I communicate and follow through?
- What would I want if I were the candidate?
The answers to these questions aren’t just important—they’re powerful. Because the companies that win the best talent in 2025 and beyond aren’t necessarily the ones with the biggest budgets.
They’re the ones who care enough to create the best candidate journey.
We invite you to find out more about our Veterinary recruiting services for employers and also learn more about our recruiting process and how we can help you hire more veterinarians in 2025.
We help support careers in one of two ways: 1. By helping Animal Health and Veterinary professionals to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of Animal Health and Veterinary organizations. If this is something that you would like to explore further, please send an email to stacy@thevetrecruiter.com.