# Candidate journey: dream trip or horror trip?

- URL: https://hr-passionista.com/en/candidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience/
- Published: 2026-01-21
- Updated: 2026-01-31
- Author: Marion Eppinger (HR-Passionista)
- Categories: communication, employer branding

> Explore how to turn your candidate journey into a dream trip with practical tips for improving recruitment, employer branding, and candidate experience.

##### Just a few years ago, labour and skills shortages, an unemployment rate lower than it has been for a long time, and employees making tough demands would have been unthinkable.

Due to **demographic changes,** there will be **10% fewer workers available** in the coming years than in the past**.** It is fair to say that **the outlook** is **not positive. Finding good employees** is already almost **like looking for a needle in a haystack.**

It is more important than ever **not just to work through** the **recruitment process**, but also consider how **inital shared experience** can be transformed into a **positive candidate journey** that **inspires employees** to join the company.

### **What does this require? Let’s take a closer look:**

### The advertisement

Make it as **appealing and authentic** as possible. Applicants **don’t** want **a wish list to Santa Claus.** It should **attract attention** and **stand out in a positively.** It’s candidate driven **market** and all **employers are „fishing“ in the same pond,** so it’s **important to stand out,** but always bearing **in mind: #keepitreal**

> My tip is to get to the point, be easy to understand and balanced – that's the motto here (i.e. tasks vs. qualifications). I still often see adverts with around three tasks and what feels like twenty requirements. This is unbalanced and makes it seem as if you're demanding more than the job has to offer. #thinkaboutit
>
> HR Passionista [tip](https://twitter.com/intent/tweet?text=My+tip+is+to+get+to+the+point%2C+be+easy+to+understand+and+balanced+%E2%80%93+that%26%23x27%3Bs+the+motto+here+%28i.e.+tasks+vs.+qualifications%29.+I+still+often+see+adverts+with+around+three+tasks+and+what+feels+like+twenty+requirements.+This+is+unbalanced+and+makes+it+seem+as+if+you%26%23x27%3Bre+demanding+more+than+the+job+has+to+offer.+%23thinkaboutit+%E2%80%94+HR+Passionista&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

> My first tip: a meaningful company website and a LinkedIn or Xing profile are the minimum requirements. Target group-oriented findability on social media should also be considered. It is important to remember that acquaintances or family members often know about potential candidates' desire for a new career direction. The power of word of mouth and recommendations should not be underestimated. Just because my target group does not use Instagram frequently, for example, potential recommenders may be particularly attentive to it. #openmind
>
> HR Passionista [tip](https://twitter.com/intent/tweet?text=My+first+tip%3A+a+meaningful+company+website+and+a+LinkedIn+or+Xing+profile+are+the+minimum+requirements.+Target+group-oriented+findability+on+social+media+should+also+be+considered.+It+is+important+to+remember+that+acquaintances+or+family+members+often+know+about+potential+candidates%26%23x27%3B+desire+for+a+new+career+direction.+The+power+of+word+of+mouth+and+recommendations+should+not+be+underestimated.+Just+because+my+target+group+does+not+use+Instagram+frequently%2C+for+example%2C+potential+recommenders+may+be+particularly+attentive+to+it.+%23openmind%0A+%E2%80%94+HR+Passionista&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

> My second tip: is to keep me updated. This applies not only to company pages, but also to employee profiles, which should be present on social media and kept up to date. The more insight candidates can gain into the company, the better. #stayuptodate
>
> HR Passionista [tip](https://twitter.com/intent/tweet?text=My+second+tip%3A+is+to+keep+me+updated.+This+applies+not+only+to+company+pages%2C+but+also+to+employee+profiles%2C+which+should+be+present+on+social+media+and+kept+up+to+date.+The+more+insight+candidates+can+gain+into+the+company%2C+the+better.+%23stayuptodate+%E2%80%94+HR+Passionista&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

### Findability

**Candidates** like **to find out about the company** and **its employees** in advance. Therefore**,** it is advisable to ensure that you are **digitally discoverable.** This can be achieved through platforms such as **LinkedIn, Xing or other social channels** such as Instagram, TikTok or Facebook.

### The application process

**Submitting** **application documents** should be straightforward. **Systems** where you have to **enter** your **CV into boxes**, then **upload** your **CV and supporting documents**… and then the **wors of all happens**: the **system crashes** and **all** your **information is lost.** Sound familiar? **Companies invest** a **lot of money** **in improving customer experience,** but the **candidate experience** is often neglected. Therefore**, make sure that** the **programmes** you **use are up to date** and **user-friendly.** A **tedious application process** also makes the **employer** appear **complicated**. **#technology**

> My first tip: a meaningful company website and a LinkedIn or Xing profile are the minimum requirements. Consider target group-oriented findability on social media, too. Remember acquaintances or family members often know about potential candidates' desire for a new career direction. The power of word of mouth and recommendations should not be underestimated. For example, just because my target group does not use Instagram frequently, potential recommenders may pay particual attention to it. #openmind
>
> HR Passionista [tip](https://twitter.com/intent/tweet?text=My+first+tip%3A+a+meaningful+company+website+and+a+LinkedIn+or+Xing+profile+are+the+minimum+requirements.+Consider+target+group-oriented+findability+on+social+media%2C+too.+Remember+acquaintances+or+family+members+often+know+about+potential+candidates%26%23x27%3B+desire+for+a+new+career+direction.+The+power+of+word+of+mouth+and+recommendations+should+not+be+underestimated.+For+example%2C+just+because+my+target+group+does+not+use+Instagram+frequently%2C+potential+recommenders+may+pay+particual+attention+to+it.+%23openmind%0A+%E2%80%94+HR+Passionista&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

### The selection process

Once you have **received** a **suitable application,** it is important **to respond quickly.** Good candidates are in high demand these days. Therefore**, do not hesitate –****invite the applicant** as **soon** as possible**.** **The same** **applies** to the **interview process** – so be sure to **avoid lengthy application procedures.** Making **quick** and **sustainable decisions** is essential**. #agile**

> My tip: provied feedback within 3 days at the latest. Within the following days, you should arrange a meeting or invite candidatesfor an interview. If there is any delay to the process, keep the candidates informed! #keepinformed If the candidate is rejected during the process, communicate this as soon as possible – preferably in person. #communicate An absolute no-go is providing NO FEEDBACK! In the digital age, a chatbot can handle this if an in-person conversation is not possible! #noexcuses
>
> HR Enthusiast [tip](https://twitter.com/intent/tweet?text=My+tip%3A+provied+feedback+within+3+days+at+the+latest.+Within+the+following+days%2C+you+should+arrange+a+meeting+or+invite+candidatesfor+an+interview.+If+there+is+any+delay+to+the+process%2C+keep+the+candidates+informed%21+%23keepinformed%0AIf+the+candidate+is+rejected+during+the+process%2C+communicate+this+as+soon+as+possible+%E2%80%93+preferably+in+person.+%23communicate%0AAn+absolute+no-go+is+providing+NO+FEEDBACK%21+In+the+digital+age%2C+a+chatbot+can+handle+this+if+an+in-person+conversation+is+not+possible%21+%23noexcuses+%E2%80%94+HR+Enthusiast&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

### The hiring process

Once you have selected **a candidate, send** them the **contract** and all **relevant documents promptly.** To **avoid** **unnecessarily**  prolonging the **process unnecessarily**, it is advisable to use **digital signatures**. Always **check** documents for **accuracy.** Remember, this is the candidate’s **first impression of the company** and so make it a **positive one! #firstimpressions**

> My tip: Documents should reach the candidate as quickly as possible. Thanks to the pandemic, there have been some digital developments that have sped up the process. The signing process can now be easily handled digitally on both sides via Docusign or A Trust. #digitalisation
>
> HR Passionista [tip](https://twitter.com/intent/tweet?text=My+tip%3A+Documents+should+reach+the+candidate+as+quickly+as+possible.+Thanks+to+the+pandemic%2C+there+have+been+some+digital+developments+that+have+sped+up+the+process.+The+signing+process+can+now+be+easily+handled+digitally+on+both+sides+via+Docusign+or+A+Trust.+%23digitalisation+%E2%80%94+HR+Passionista&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

### Onboarding

**Notice periods** are often **very long** in German-speaking countries**.** It is therefore essential **to mantain** **regular contact** with **the candidate.** The **first steps of onboarding** process can **be taken during the notice period** of the previous job**.** This ensures that **new employees stay engaged.** After all, you want to **make sure** that **the chosen candidate** actually **arrives at the company** on day X**,** don’t you? **#stayconnected**

> My tip: I have summarised the key points of onboarding in my article "First day in a new job – new perspectives for candidates and companies". Find out more at this link: https://hr-passionista.com/der-erste-tag-im-neuen-job-neue-perspektiven-fuer-kandidatinnen-und-unternehmen
>
> HR Passionista [tip](https://twitter.com/intent/tweet?text=My+tip%3A+I+have+summarised+the+key+points+of+onboarding+in+my+article+%26quot%3BFirst+day+in+a+new+job+%E2%80%93+new+perspectives+for+candidates+and+companies%26quot%3B.+Find+out+more+at+this+link%3A+https%3A%2F%2Fhr-passionista.com%2Fder-erste-tag-im-neuen-job-neue-perspektiven-fuer-kandidatinnen-und-unternehmen+%E2%80%94+HR+Passionista&url=https%3A%2F%2Fhr-passionista.com%2Fen%2Fcandidate-journey-dream-trip-or-horror-trip-how-to-create-a-positive-candidate-experience%2F)

At **first glance**, this seems like **quite a lot**. **Recruiting new employees** is **time-consuming** and costly**.** On average, it **costs** a **company** [six to nine](http://www.huffingtonpost.com/julie-kantor/high-turnover-costs-way-more-than-you-think_b_9197238.html) [times](http://www.huffingtonpost.com/julie-kantor/high-turnover-costs-way-more-than-you-think_b_9197238.html) an employee’s [monthly salary](http://www.huffingtonpost.com/julie-kantor/high-turnover-costs-way-more-than-you-think_b_9197238.html) to **fill a position** and **train a new recruit.** ([Employee retention: The real cost of talent loss](https://www.wrike.com/de/blog/mitarbeiterbindung-die-reellen-kosten-von-talentverlust/#:~:text=Einarbeitungskosten%3A%20Durchschnittlich%20kostet%20es%20ein,den%20neu%20eingestellten%20Mitarbeiter%20einzuarbeiten).)

However, this **high sum does** **not include the cost** of **advertising** or the **associated administrative expenses.** Items such as **loss of productivity** and the **cost of training** by other **team members also fall under this heading.**

### **My plea to all companies is this:**

The **candidate journey** is an **important part** of **human resources work,** yet it is often **not taken seriously** or **greatly underestimated.** Many companies are **currently paying** the **price for** this**.** Consequences include **longer recruitment processes** and few to **no applications**. It is crucial **to allocate adequate resources to HR departments** and to **consider** **in advance how** to thoughtfully **define** a **position** and present job roles.

![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg)

### My conclusion

It is **important** that **everyone involved** commits their **time and energy to filling** the **position as quickly as possible.** This may involve **postponing one or two meetings,** or **trying** a **new approach** (testing new recruitment channels, consulting the target group, etc.). **Flexibility** is key – **then it will work well for everyone.**

*„We are responsible not only for what we do, but also for what we do not do.“ (Molière)*