We’re still navigating a highly competitive job market with limited opportunities and companies are cautious about hiring. The uncertainty surrounding the pending budget has left many businesses shifting job requirements, altering titles and converting permanent roles to contract positions. Conversations with hiring managers are revealing another trend valuable HR team members are leaving and many companies are choosing not to rehire or backfill those positions. This only intensifies the competition for candidates.
In this climate, internal recruiters, agency recruiters, and hiring managers are working overtime to manage the influx of applications while keeping candidates engaged. A long, drawn-out hiring process or poor communication can cause top candidates to lose interest and this isn’t just a talent issue, it’s a brand issue. To ensure your business stands out, you need to make sure candidates feel valued and informed from the first application right through to the final offer.
Candidates need to know where they stand at every stage of the process. Clear, consistent communication is one of the most effective ways to keep them engaged. From the moment they apply, provide an outline of what the recruitment process looks like and the expected timeline.
• Acknowledge applications: Send an automated but personalised confirmation that lets candidates know their application has been received and when they can expect to hear back.
• Timely updates: Even if the process is delayed, don’t leave candidates hanging. A quick note to let them know you’re still considering their application can make all the difference.
• Feedback: Offering feedback, even to those who aren’t selected, can leave candidates with a positive impression of your organisation, which could pay off later.
Consistent communication shows candidates you respect their time and effort, which builds trust and keeps them engaged.
Speed it up – Let’s face it good talent doesn’t wait. A lengthy and complicated recruitment process can be a dealbreaker for top candidates, especially when other offers are on the table.
Streamline your process as much as possible. Cut unnecessary steps and make sure candidates don’t feel like they’re jumping through hoops just to get an interview. The faster and more organised your process, the more excited candidates will be to move forward.
Candidates want to feel recognised as individuals, and personalising the recruitment experience at every touchpoint helps build strong relationships.
Recently, I’ve had feedback from candidates who felt hiring managers were disengaged during interviews, asking generic questions that didn’t let them showcase their capabilities. Tailored questions that relate to the specific role show candidates that you’ve put time into preparing for the interview and give them a chance to shine.
Your employer brand plays a huge role in how engaged candidates are during the recruitment process. I hear it all the time from candidates—when they’re considering their next role, “Company culture” is at the top of the list. Candidates want to work for companies whose culture, values, and mission align with their own.
One of the best ways to showcase your culture is to give candidates a genuine insight into your company. Some of the most successful projects I’ve worked on have involved companies inviting candidates to meet the teams they’d be working with or setting up informal chats with current employees. This creates trust and allows candidates to ask open questions, which helps both sides determine if the culture fit is right.
Every step of the recruitment process is an opportunity to create a positive candidate experience. First impressions count candidates are often evaluating the work environment from the moment they step in for an interview. A warm welcome, a smile, and a positive, organised interview process can go a long way toward making them feel comfortable.
Even if a candidate doesn’t get the job, they should leave with a good impression of your company. Positive experiences lead to referrals, great reviews, and a stronger employer reputation, which benefits your business long term.