People are living longer and are seeking new opportunities, and this was something Aegon wanted to address in its onboarding. Feedback had shown that this was an outdated and uninspiring process. To address this, it launched the Joining Experience Project, where it streamlined processes, embedded its brand story and integrated tech systems such as Workday and DocuSign to create a simpler, more inspiring journey.

In 2024 Aegon announced a restructure of its people function and was undergoing strategic changes that required it to fill the largest number of roles in company history. It needed to increase the exposure of its employer brand and hire hundreds of new people with a smaller team, all while heightening the candidate experience. It researched and tested aspects such as hiring manager sentiment, journey mapping for new joiners, and social media reviews of the process. This included a “walk the walls” talent acquisition process mapping activity looking at the process from requirement to 90 days in role.

Improvements included clearer recruiter and manager guidance, the brand narrative embedded across the journey. It introduced candidate self-service for tracking and signing, and engaged with employee networks to drive diversity. Contract templates were cut from 30 to 5 and new joiners were given welcome boxes, including tree planting. Bespoke training was delivered to all managers to highlight their role in a positive candidate journey.

Meanwhile the careers site showed off Aegon’s EVP through real people, supporting candidates through the interview process. New starter engagement is high at 92%, and the company filled 38% more vacancies in 2024 than in 2023. Time to offer is well below target and agency placements have been significantly reduced.