Recruitment Recommendations: How to Interview and Onboard the Right Candidates into Your Organization

Interview and Onboard Candidates

In our last blog, we explored attracting the right candidates to your organization. Of the recommendations made, prioritizing an excellent candidate experience is the most important, and that’s what we’re going to deep-dive into today.

A candidates experience and ultimately their impression of your organization starts at the point of initial contact but is cemented during the interview and onboarding process. To offer a truly excellent candidate experience, you must ensure that your interview and onboarding processes are excellent. 

RL People has spent many years supporting our customers with their processes, and are pleased to share four of our top recommendations: 

1. Define and Document Your Process

Defining and documenting your end-to-end interview and onboarding process is essential for ensuring adherence. Key considerations during the definition phase include the total number of interview stages required, desired outcomes at each stage, additional stakeholders or teams and their required involvement, and the logistics of interviewing and onboarding (remote vs on-site).

Always strive to keep things clear and simple, as an easy-to-understand recruitment process permits internal and external clarity, and projects a sense of preparedness and commitment to the labor market.

If defining and documenting an end-to-end process isn’t viable because of a lack of time or experience, work with a reputable recruitment partner to create, implement and maintain it for you.

2. Keep Things Concise

Recently, interview processes have become increasingly burdensome for candidates, as organizations struggle to make recruitment decisions in a concise manner. Remarkably, we have seen processes with upwards of ten (yes ten) stages involving different stakeholders, meaning anywhere from ten to twenty hours of interview time pre decision.  

Not only is this a significant amount invested, it also fosters a sense of indecisiveness and is a deterrent to candidates, two things that you don’t want in a high demand, low supply services labor market.

We recommend up to two interview stages for entry to middle management, and up to four for executive hires. A clearly defined, outcomes based, and concise process will guarantee positive candidate experience and put you ahead of your competitors.

3. Communicate

Communication, or a lack of it, can quickly derail processes and negatively impact candidate experience. Unfortunately, in the current labor market a lack of communication is prevalent, and we often receive feedback from candidates who have progressed through upwards of three interviews before being ‘ghosted’ by the organization in question. This is an opportunity, if you strive to prioritize consistent communication with any candidates involved in your recruitment process (especially if it’s bad news…!), you will stand out for the right reasons.

The same applies to onboarding, anxieties can kick in during an onboarding process, especially if clear and consistent updates aren’t communicated, so go out of your way to keep all parties updated. If background or reference checks are taking longer than expected, a proactive update will keep the experience positive.

If prioritizing communication during interviews or onboarding is difficult because of time limitations, work with a reputable recruitment partner to communicate on your behalf.

4. Stay Thorough 

Whilst we recommend a clearly defined, simple, and concise process, this can’t be to the detriment of thoroughness. If you lack thoroughness during interviews, decision making, or onboarding processes, mistakes and issues will arise, time will lapse, and candidates will get frustrated.

By defining your concise process and ensuring its outcomes based, whilst prioritizing excellent candidate experience, you will be equipped with the tools to ask the right questions, remain thorough, and make the right decision, every time.

We hope these help you in your recruitment endeavors, and whilst they are our top recommendations, there are more to discuss. If you’re a services business looking to redefine your strategy, contact the RL People team at  

David Watson has over 10 years’ experience as a recruiter, supporting organizations in the USA, EMEA and APAC with hiring Reverse Logistics, Circularity, Aftermarket and Managed Services professionals. David currently serves as Managing Director of RL People, where he leads commercial and operational teams dedicated to providing executive recruitment and talent advisory services globally.

Tags: Employee engagement, recruitment, RL People, Talent Crisis, Talent development, Workforce
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