Employee Experience Strategy: Seven Key Hacks In The Recruitment Process

Since writing “The Three M’s Needed For A Comprehensive Employee Experience Strategy,” I have been asked a lot about the key moments in the employee experience that managers and organizations need to focus on and apply emotional intent to. When you look at the EX, you must consider all moments in an employee’s journey, including the time before they start at your organization. Recruitment incorporates three key mechanisms: attraction, selection and appointment and involves several key moments for a prospective employee.


Attraction refers to how a position is marketed to a potential candidate.

  1. Is this the type of company I want to work for? Can I be successful in this role?

A prospective candidate looks into three main areas to see if the company will be a good fit for them. They will first look at the company website or hiring portal for key information, such as the employee value proposition (EVP) of working for the organization, the organization’s mission and values, and the skills and competencies that are most essential to the role.

A prospective candidate will most likely search your organization on Google and Glassdoor for any red flags. While you may not be able to control what a former employee writes online or how a journalist positions your company, you should be aware of what is being said. Companies significantly invest in managing their social media reputation on Yelp, Google, and the like but should apply the same effort to their online reputation with employees.

  1. Will it be easy to get to work?

Candidates will consider how easy and how long it will take them to commute to work. Long and difficult commutes are not ideal, play an increasing role in choosing an employer, and are responsible for the significant rise of the gig economy. With the advancement of technology and because of the COVID-19 pandemic, companies are more likely to be open to remote working, thereby removing this barrier. However, if your company requires people onsite, recognize that proximity will be an important consideration for any candidate.

  1. Do the salary and benefits meet my expectations?

Salary (or at least a range) and benefits need to be clarified during the attraction phase of the recruitment process. Remember, if someone starts a job unhappy with their salary, they will continue to look for another job. It is better to be upfront about expectations from the start to avoid wasting the candidate’s and your time.


Selection refers to the process of determining the right candidate for the role. This process is mainly concerned with the interview process but includes moments before, during, and after the interview.

  1. Was I set up for success in the interview?

Over the years, we have often heard how the process of arriving at the interview affects a prospective candidate’s feeling about a job opportunity. Remember to provide clear and precise directions regarding where the interview is taking place, parking options, and the expected time to walk from the parking lot to the interview. Also, be clear about anything the candidate should bring with them, expected dress or attire, whom they will meet, how long the interview may take, and any specific information you want to talk about. The more information you share, the more likely a candidate will believe you want them to be successful.

  1. Will I enjoy coming to work every day?

One of the most important moments for prospective candidates is when they meet their potential manager or teammates. We often hear successful candidates talk about developing a relationship with their manager right at the interview. While having an instant relationship with the manager is not a guarantee for being appointed, it certainly makes a great impression on the candidate and carries through if they are hired.

We are also big proponents of involving other employees with whom the candidate will work in the interview. Even more important than the manager, if a candidate connects with a potential teammate, they will feel that they will be a good fit for the job. Knowing they could have a friend at work is one of the most important moments for a prospective candidate. 

  1. Do they respect my time and interest in the role?

This moment all comes down to the follow-up. We facilitate quite a few audits on organizations’ Glassdoor account. Reviewers’ most common complaint is that they didn’t receive any follow-up after the interview. Regardless of whether a candidate successfully gets a position, the organization needs to issue some follow-up to let applicants know when they will make a decision and whether the candidate was successful.


Appointment refers to the process of making an offer and a candidate accepting the job.

  1. Is the company/manager/team excited that I am joining?

New employees talk about being wowed when their new manager and team reach out personally to let them know they are thankful the person accepted the role and excited for the opportunity to work with them. We have seen managers make personal calls, send emails, and even do team video calls to let the new employee know how excited they are. It is one of those moments that goes a long way in solidifying with a candidate that they made a good choice, and they will fit in well with their team.

As indicated, many organizations and managers can overlook these key moments in the recruitment process because they believe the employee’s journey has not started until they are hired or start their first day. We have talked to many employees who accepted the job because of the lack of connection and relationship during the recruitment process but are still looking for opportunities elsewhere. This may be why many organizations have such a high turnover of people who have worked there for less than six months or 90 days.

By understanding these key moments, you as the organization or manager can ensure the employee’s journey begins on the right foot and make the best possible first impression.

Click to read about the three key mechanisms that recruitment incorporates on Forbes.

Shane Green is a member of the Forbes Coaching Council and President and Founder of SGE International, LLC.

Click connect with Shane on LinkedIn.

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