I have a client whose relo program and coinciding early onboarding process is an absolute comedy of errors. When I try to let them know, I get the age old reponse that "this is how we've always done things around here."
The more I speak about how important the candidate experience is, the more defensive some get. "We've done it this way thousands of times." Yet the same company has trouble retaining > 24 months . . . .
. . . Meaning they come back a lot, which is the irony: Their retention problems keep me engaged with them . . . but my better sense wants to help more than purely talent acquisition.
Some clients want you to set up an indepth Strategic Sourcing program . . . not realizing there if there are incongruencies between the employment brand and onboarding process, the bank of trust can become depleted early on.
Yes, I know the typical internet response: "Find a new client" . . . but when you're well niched and make decent $$$ working with them, firing clients isn't always the best approach.