Firstly, having a dedicated phone line that candidates could call to discuss their application at any point meant the Early Talent recruitment team can be easily contacted by candidates, speaking a real person rather than a robot that was able to answer each individual query.

Offering candidate’s guidance at each stage, whether this be in written form as a ‘application form hints and tips’ which is easily accessible to all candidates on our website to sign posting candidates to practice video interviews before they sit their own.

Calling all of our candidates that have been selected to attend our assessment centre individually to give guidance on what to expect on the day as well as feedback on the assessments that they have already completed.

Knowing that candidates do not respond well to a lengthy process with various assessments which have not been proven to show what successful looks like in the organisation, verbal and numerical tests had previously been removed from the process, to enable to the candidates focus on the areas that relate directly to the behaviours that we look for. Also, the application form was intentionally kept short to encourage candidates to complete it, as we know video interviews are a better indicator the application form was used to capture contact information and one brief motivational question to highlight their interest in the company and role.

In order to support and develop all of our applicants despite their outcome within Kuehne and Nagel’s recruitment process we offer verbal feedback to all candidates, to enable them to improve.

At the same time its important that we receive feedback from our candidates in order learn and improve our processes, so a short survey is sent out to call candidates to complete, with their recommendations taken in onboard to provide a better candidate experience in future.