Career

How to keep candidates engaged through the recruitment process

Job seekers today have countless opportunities to post on social platforms such as LinkedIn, job sites and other channels, making the hiring world extremely competitive. According to ERE Recruiting Intelligence, the top candidates disappear within 10 days!

So, if you do not attract job candidates, you are likely to lose a talented set of people. In 2019 alone, there was a 20 percent increase in jobseekers leaving the recruitment process. You do not want to lose a suitable candidate.

Candidates are like prospective customers researching the best brand they can relate to. Therefore, it is important to design and implement a strong talent acquisition strategy with a focus on the candidate that will ensure a positive recruitment experience. This will not only bring you top talent, but will also improve the chances of re-submitting rejected candidates.

Just as they would do for a prospective customer through a buyer trip, businesses should consider attracting prospective job seekers. This will ensure a positive recruitment experience, speed up completion time and create a team of interested and dedicated candidates.

Invest in Hiring Marketing:

The experience of a corporate candidate starts from the moment they research the company to see if a role fits their skills and career goals. Therefore, it is important to design a strong strategy to find, attract, engage and cultivate talent even before applying for a job.

Use the following tips to attract the right candidates to your company and inspire them to choose you over your competitors.

1. Create interesting ads:

First impressions count! The job advertisement you post is the first point of contact for a candidate who will probably be your employee one day. Don’t just mention the benefits of the role and the benefits it offers. Give your audience a look at the identity of your brand and what it is like to work with your company.

Regardless of the content format or channel you use, make sure you communicate the basic requirements and responsibilities of a role using engaging content. Your job advertisement needs to cultivate a strong brand identity and stand out among hundreds of competing employers.

verification work verification verizonsource: instagram

See how Verizon has leveraged its work, turning it into a competition for the target audience, namely coders and developers.

Also, use industry-specific terminology that helps candidates understand the role. However, avoid using excessive terminology.

2. Focus on the employer name:

Job seekers expect employers to be creative with their messages, as it gives them an insight into corporate culture and an idea of ​​their career development. Corporate branding is a process of positioning your brand as the most suitable employer for a target group of candidates.

80% of talent managers believe that a strong corporate brand can positively affect a company’s ability to hire the top talent in the industry. Take a look at your company culture and create an important brand history that helps potential candidates connect with your brand.

Consider the value proposition of your employees. What is your value proposition for potential candidates? Are there any unique benefits you offer to employees? Create a story around it and share it via video or posts on your career page and social media.

Keep it simple and honest like the Kone, the escalator and elevator brand. The company announces the vision, mission and brand of the brand through a series of promotional videos aimed at potential candidates.

3. Highlight your company culture:

One of the top questions in the minds of candidates when considering a new job is: “Will I fit in or would I like working here?” Unfortunately, this is also one of the top reasons why companies are losing talent – the employee thinks it does not fit into the company’s culture and environment.

An organization’s reputation has a lot to do with how well it responds to its core values. Make sure you share videos and posts that talk about why your company culture is unique. You could even use VR and live video to show people around the workplace. Remember to share what you do and your mission, values ​​and goals.

See how Gant, an American Swedish clothing brand, uses a series of employee videos to show what it is like to work with them.

Working with your company’s corporate image will excite prospective candidates to work for you even before they reach the application stage.

Do not ignore the company website:

You can have an amazing company website that will impress your customers. But what about your potential candidates? The role of a website as an employer name and recruitment tool is often forgotten.

Candidates expect to be treated as customers. Make sure that all relevant pages, ie the “Career” page, the “About Us” page and the “Contact Us” page are created, among other things, for the candidate to participate.

For example, candidates are more likely to turn to your career page to learn more about opportunities and organization. Boost interest in job seekers by creating an impressive company career page.

See how Medallia, a customer experience management company, has extended CX to its prospective candidates. The site is about corporate culture, its people and why Medallia is a great place to work. They have also added a CTA at the end, asking candidates to go through the open positions

Design an interesting preset process:

A corporate job posting usually takes 250 resumes and if it hires a high volume, it is almost impossible to manually check all the candidates. Also, if you try to browse each profile, you run the risk of losing suitable candidates (10 days, remember?). Therefore, you need to optimize your preselection process.

An online assessment can give you time to assess a candidate’s skills while helping them learn more about your organization. For example, a game-based evaluation, a personality evaluation questionnaire, or a crisis status test can help you narrow down your search while keeping candidates engaged.

Notice how Kimberly-Clark launched a new BuzzFeed-style career personality test on the corporate career website called Welcome Original Thinkers.

Similarly, tests such as the Caliper Profile and the Hogan Personality Inventory (HPI) can help you measure how a candidate’s personality traits relate to a job role, allowing you to predict job performance. Include such evaluations as part of the pre-selection process to improve the candidate experience and optimize the recruitment process.

In addition, the involvement of the services of a reputable staff can help you check on candidates who are the right match for your job and business. These companies have a strong network and dedicated resources to find and secure excellent recruitment. Use their services to save time and money while optimizing your preselection process.

Make the application process a breeze:

A complicated and lengthy job application process is often a significant source of frustration among candidates, causing them to drop out. Nearly 20 percent of applicants drop out of an application process that takes more than 10 minutes to complete.

No candidate would look forward to finding his experience or academic background when he has already shared it on his resume. Take a look at your existing application process and work on shortening and streamlining it.

Here are four things you can do to improve your application process and ensure that qualified candidates reach the end.

1. Share clear instructions:

Offering clear instructions helps candidates know what to expect and how long the process will take. Give them an overview of the whole process. For example, share how many questions they need to answer or what information you are looking for.

Also, check the current set of questions and sort them as –

  • Important questions
  • Questions that can be asked later during the personal interview
  • Questions that can be removed from the list

This will help you to shorten the process and get the relevant information while improving the experience of the candidates.

Indicate how you want them to implement. Do they have to apply through an online application form? Include a link or share a clear urge for action to direct them to this page. Likewise, if you want to be contacted by email, share your contact details.

2. Mobile optimization:

Nearly 60 percent of Glassdoor users are looking for work on their mobile devices. This is the time of job seekers and employers need to recognize this trend and optimize their application process accordingly.

Applicants want a seamless experience in searching, applying and uploading their resumes to mobile phones. Make sure your pages are properly formatted for a range of devices and legible. Reduce the number of actions on each page. Also, allow users to upload their CV by linking to their LinkedIn or Google Drive profile.

3. Focus on the overall UX:

Simple features such as sharing a progress bar, allowing users to save their application form and letting them see a preview of their attachments can greatly improve a candidate’s experience.

Focus on UXInvolve your design team in the process to find out your potential.

4. Keep the process transparent:

Candidates deserve to know where they are in the process. Lack of communication on your part can lead to a negative experience for the candidates, causing them not only to look for options but also to have a bad image of the company.

Keep the candidate informed of the status of their application and the time frame for processing it. Make sure they receive a personalized message or email, making them feel valued and appreciated.

In addition, if the candidate does not meet your expectations, contact him. Give personalized feedback and, if possible, share the results of their evaluation. This will help them learn about their strengths and weaknesses. They will be happy that they contributed to their professional development.

Recruitment technologies such as Ideal, Textio and HackerRank allow recruiters to check and grade candidates and rank them according to job requirements. Rely on them to manage candidate feedback during high volume hiring.

Be there to address their concerns:

Candidates have many questions that need to be answered in a timely manner. This will not only improve your image but also help them get to know their candidate workplace better.

When hiring a large volume, it can be difficult to answer all of these questions in person. Consider using a chatbot that can effectively address common questions while preventing candidates from losing contact with the organization. An Allegis survey found that 66% of candidates were comfortable interacting with chatbots during the recruitment process. Today’s AI chatbots use a natural voice when interacting with candidates, thus improving their experience with the organization.

Most candidates have similar questions about what to expect during the examination process. Work with your team to enter frequently asked candidate questions and generate answers that can be delivered using the chatbot. This way your team is left to respond to concerns that have not been adequately addressed by the bot.

You can also work to create a resource hub for candidates similar to those made by DigitalOcean’s hiring team.

Ask for comments:

Searching for feedback on candidates will not only show you as a human-centered decision-making company, but also allow you to improve your future recruitment strategy. Create a brief survey to find out what job hunters think of you as an organization and whether or not they found the hiring process quite interesting.

DocuSign, the US online signature company, understands and values ​​the relationship between recruitment and candidates. They have a standard candidate experience survey that allows candidates to share their feedback and help the company improve on what they do.

Results recruitment programsource: Linkedin

The information obtained from such surveys will help you to optimize the process for the next generation of candidates. If you do not ask for comments, candidates have many platforms to express their views. Remember, 60 percent of candidates share a negative candidate experience with family and friends and 35 percent share it online. Therefore, it is wiser to hear what they have to say about you through expert research!

Recap:

A candidate is like your client. They not only seek value but also add value. Whether they are selected or rejected, they will have the life they have had with you for a lifetime. And if it is positive, they will probably become supporters of your brand, apply again in the future and refer others. Thus, a positive candidate experience can give you a serious competitive advantage.

Therefore, it is important to design a strategy to attract and please candidates and develop your talent. Use the tips and information shared in this post to plan your prospective trip to keep them committed to the recruitment process.

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