The relationship between a hiring team and a candidate can be a highly fruitful one, if it has been cultivated properly. If not, you risk those jobseekers disengaging from your company, which will then have an impact on their performance when it eventually comes time to start at the firm.
Making sure that you’re keeping candidates engaged is one of the most important things you can do to provide a positive experience for them. Once they enter the recruitment pipeline, it becomes vital that you treat them as potential employees. This can help to keep them interested, which will deter them from considering any other offers.
Updating candidates consistently
Communication is key to maintaining a candidate’s interest in a position - and in today’s market, when top talent is in real demand, you need to keep them interested in the possibility of working at your company or you risk them being tempted away by competing companies.
Keeping candidates engaged during recruitment can be tricky if it takes a while. However, there are things you can proactively do to keep their enthusiasm levels up
Recruitment is taking longer than it ever has, with the average hiring time in the UK now standing at 28.6 days, according to Glassdoor Research. This means that companies need to be vigilant during the process, keeping candidates updated.
This doesn’t mean every day, but there should definitely be a consistent level of communication. If no progress has been made, you don’t have to contact candidates to inform them of this, but consider sharing a company blog update or a social media post. This can keep them engaged with the company as a brand and can boost their enthusiasm about working at your company.
Strong employer branding
In order to share company updates with candidates, your business needs to have a strong employer brand. Your online presence is a significant aspect of this branding, which means that profiles on social networking platforms are a necessity. Your company needs to get its name and reputation noticed.
Since this is your reputation as an employer, giving your employees is important. They are the ones working there, so they can give candidates a true insight into what the company is about and how it operates. This will serve to give those looking to work with you a look at what their daily working life might look like. This should, in turn, keep their excitement levels high. Allowing your existing employees to update blogs and social media should ensure that they are getting heard.
According to the 2016 LinkedIn Global Talent Trends report, candidates want to know what it’s really like working at your company. The report also revealed that they want to hear from employees - “not the marketing gloss from the CEO or marketing office”. Letting your employees engage with candidates will ensure that they learn what it’s really like.
Beginning onboarding before the first day
The right onboarding process can ensure your candidate turns into a productive member of staff. And it can begin before the first day of work. If you’re sure you’d like to offer the position to a candidate, but administration is delaying the signing of contracts, then you can send them onboarding materials prior to their start date.
This will help to keep them in the right frame of mind for starting at your firm. It will boost their sense of belonging to your organisation, which should keep them focused on your firm, disregarding any other opportunities that may arise.
Sending them non-specific information about how the company operates is a good way of keeping candidates engaged while the details of their offers are worked out. For example, you could set out what their teams would look like and how they would fit into the structure.
Knowing how to keep candidates interested and excited about your opportunities can be one of the most important ways of ensuring they feel motivated and enthusiastic when they do start work. It just requires a minimal amount of effort on your part.
Posted by Jon Aspinell on 12th September 2017
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