The recruiting and hiring process is now one that doesn’t stop when a candidate is offered a job or began when they apply. It’s a fluid process that’s undefined, hard to track and even harder to understand how, why and what job seekers are drawn to when they finally apply. Recruiters must create opportunities for candidate conversation, curiosity and research long before a job opening becomes available where they fit the bill. Mainly because good candidates aren’t looking for one and done job opportunities. They don’t want just a paycheck. They want training, advancement and a work experience that leads to new things.
The recruiting and hiring process has to become more proactive as job seekers are tired of being bombarded, stalked and instant message to death by random recruiters. They want to be in control of their own career and that starts with four key candidate engagement strategies.
Recruiting suspect to candidate conversion.
The sales process has changed and that goes for recruiting to the candidate apply to. Recruiters have to create opportunities for conversation, research and engagement with more marketing and less selling. This means using using specific and unique channels to specific the candidate population. The channels depend on who, where, why and how the candidate you are targeting. This starts with research, asking questions and understanding the ideal job seeker you are trying to reach.
While the increase in marketing makes for a larger number of initial candidate conversations as job seekers feel out your company, the candidate spends more time self-qualifying before they apply for your opening decreasing the actual number of applications you must sort and process before hiring. The increase in marketing and initial conversations provides a secondary benefit which is the growing of a group of very loyal brand ambassadors and friends of the brand who will champion your workplace and products you offer simultaneously.
Consistent messaging and your employment branding.
I recommend creating a list of commonly asked questions or FAQ’s with a series of commonly asked questions and responses that are pre-populated to created a unified voice that’s timely. This way your recruiters can be focused and unified in their efforts ensuring maximum productivity because not every recruiter loves email marketing or social media and yet it’s one of the best engagement and human touch cycle practices to employ. In the world of performance of now, you can’t afford to wait.