Candidate Engagement: Getting it right in 2017


I'm aware this is a bit of a 'back-to-basics', 101 style post.

But maybe we need it.

Because there are still organisations who either can't (because they don't have the right recruitment technology) or won't (maybe because they don't recognise the impact it has on their business) deliver good candidate experience.

So, let's get cracking. Here's how to get candidate experience right this year

1. Engage potential candidates from the first moment they hit your site

When a candidate lands on your careers site, you want them to get a real feel for your organisation. You want them connect with your values and vision. And, ultimately, you want them to browse your vacancies and apply for a role.

Your site needs to be clean and effective. Use strong, relevant imagery. Videos showcasing what life is like at your organisation.  Case studies from team members.

Consider your candidates' user journeys too. Is the navigation clean and straightforward? Is it easy to find the ‘View all vacancies’ page or section? Can they quickly filter and search for roles?

Looking for more? Check out our free download: ‘Getting your careers site right from start to finish

2. Provide candidates with a simple and professional application process

Application forms should be kept as short as possible. If you’re recruiting for roles that require additional documentation or information, consider implementing a two-part application process. 

Think about ways you can engage with candidates even if there aren’t immediate relevant opportunities for them. Offer ‘job alerts’, where candidates can register for alerts based on criteria like skills or location. This will keep candidates connected to your brand and enable you to build valuable talent pools.

Read more: Is your ATS ready for passive candidates?

3. Keep candidates informed throughout your hiring processes

Manage your candidates’ expectations. Be clear on when they can expect to hear from you. Acknowledge receipt of their application.

Using an ATS means you can send bulk, but personalised, communications to candidates at each stage of the application process. All email templates can be branded and tailored to suit the tone of your organisation.

Speed of hire is also essential – don’t risk losing talented candidates because they’ve lost patience with your organisation. Applicant tracking technology can significantly improve your time-to-hire. Tasks such as screening, shortlisting and even scheduling interviews can be automated and streamlined to help speed up your hiring processes.

When you're on the hamster wheel of day-to-day in-house recruitment...

...particularly if you have a small team and limited resources, all this can sound like a pretty big ask.

But.

The right technology partner will help automate much of this. And it's so worth it when you start getting positive candidate feedback, start receiving a more relevant applications and start building your talent pools.

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