The more you can schedule and streamline communication

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Don’t leave candidates in the dark about where they are in the hiring process and what the next steps are. Treat every applicant with the same responsiveness you’d expect from them if you had made an employment offer.

Consider the following scenario.

After spending hours sourcing, interviewing, and evaluating candidates, you’ve found someone that you are excited about hiring and feel that they can be a big part in overcoming a challenge you’ve been experiencing. You then make an offer, they thank you and tell you that they will consider it and get back to you with their response. It sounds reasonable, so you go about your business and await their response. A few days pass. Then a week. Then another. During this time, your voicemails and emails go unreturned and you have no idea what the candidate is thinking or if they are still interested. They seemed interested when you were interviewing, but now you’re confused and frustrated.

How would you respond? You’d likely rescind the offer and view their lack of communication as unprofessional and a sign of disregard for the position. Would you reach out to that candidate again if a new position opens up?

Similarly, a candidate’s application is an offer. But instead of a job, they are offering romania phone number resource you their time, work ethic, interest in your company, and talent as a candidate. If you do not make it a priority to keep them engaged during the hiring process, then you may lose out on them for not only the current position, but also the people they could have referred to your business as well as them applying for openings in the future.

3. Be engaging while offering value to your applicants

Utilising technology can help you set up consistent communication systems and processes. throughout the process, the more consistency you will be able to achieve.

When writing these emails and messages that walk candidates through the process as they move through each step (which you can set up to send automatically if using our system to manage your recruitment process), steer away from corporate jargon and buzzwords as well as blatant self-promotion. Instead, use language that focuses on the candidate and write from the first person point of view (i.e. ‘we,’ ‘our,’ ‘us’). This will help build a stronger connection between candidates and your company.