Job titles evolve. Salaries fluctuate. But candidate expectations remain remarkably consistent and understanding them is essential if employers want to attract and retain top talent.
At Live Recruitment, we speak to candidates across the events industry every day. What they care about most goes far beyond compensation alone. Factors such as communication, process efficiency, transparency, and the overall interview experience shape how they perceive a potential employer. Getting this right doesn’t just improve the recruitment process; it lays the foundation for job satisfaction and long-term retention.
In industries like events, where roles are fast-paced and talent is highly transferable, small missteps in the candidate journey can quickly turn highly sought-after professionals away. Conversely, organisations that prioritise candidate journey see employees who feel confident, engaged, and committed from day one.
1. Communication throughout the process
Silence creates uncertainty. Candidates want regular updates, clear next steps, and honest feedback at every stage of the hiring journey. Even when decisions are delayed or unforeseen changes occur, taking the time to communicate shows respect and respect builds trust, which in turn will give you a higher likelihood to secure talent.
For example, a candidate who receives a simple update after an interview, even if the outcome isn’t yet known, will often leave the process feeling valued and respected. In contrast, candidates who are left in the dark may assume their application isn’t important, eroding confidence before they even start.
2. Speed of process
Top talent in the event sector often has multiple opportunities available simultaneously. Long gaps between interviews, delayed feedback, or drawn-out decision-making can cause candidates to disengage or accept competing offers.
A structured, efficient process signals professionalism, organisational capability, and genuine interest. By keeping momentum, employers not only retain candidate interest but also demonstrate that they value the candidate’s time an often overlooked yet highly influential factor in early job satisfaction.
3. Transparency on salary and progression
Candidates seek clarity around salary expectations and benefits, career development and learning opportunities and promotion pathways. Avoiding these conversations early often leads to mismatched expectations and early disengagement.
Transparency allows candidates to make informed decisions and reduces the risk of disappointment later. For instance, knowing progression opportunities early on helps a candidate align their own career goals with the role, building confidence and motivation from the outset.
4. Interview Experience
Interviews are a two-way process, candidates want insight into the role and company culture, honest discussions about challenges and expectations and a chance to ask meaningful questions.
A positive interview experience leaves candidates excited about the role rather than anxious. Simple touches, like structured questions, clear introductions to team members, and constructive feedback, can make interviews feel professional and engaging rather than intimidating.
Where employers commonly go wrong
Despite the best intentions, common candidate experience issues persist across the industry. This includes vague or poorly defined job briefs, last-minute interview changes and long wait times until the rearrangement, lack of timely feedback and overly complex or drawn-out hiring processes.
Each of these friction points chips away at candidate confidence, increases anxiety, and reduces engagement. In the events sector, where the best candidates have multiple options, even small elements of miscommunication and lack of clarity can cost a company its ideal hire.
How Live Recruitment improves candidate journey
At Live Recruitment, we act as a bridge between candidates and employers, ensuring the recruitment journey is smooth, professional, and transparent. Our approach includes:
Setting expectations clearly from both sides from the outset and getting to know the non-negotiables
Preparing candidates thoroughly for interviews and guiding them through the process as well as facilitating swift communication
Advising both sides on the current market standards
Maintaining consistent communication on both sides for an efficient process
This clarity and proactive support enable both parties to make informed decisions, resulting in stronger matches and better retention outcomes. Candidates feel understood and supported, while employers gain hires who are aligned with their culture, values, and goals.
Why candidate journey impacts job satisfaction
Candidates who know what they are walking into generally settle into roles faster and more confidently, engage more positively during onboarding and build stronger relationships with colleagues and managers.
When expectations are aligned, candidates begin their roles with clarity, confidence, and motivation. This early engagement not only enhances job satisfaction but also lays the foundation for long-term retention, creating a workforce that is committed, productive, and more likely to grow within the organisation.
In short, prioritising candidate journey isn’t just a nice-to-have it’s a critical business strategy that affects every stage of the employee lifecycle.