BusinessSeptember 19, 2024by V3 Staffing0

The Insider’s Guide to Winning Top Candidates: How to Improve Hiring with Engagement

Did you know that a huge 80% of Indian employers are having a tough time filling their job openings? And it’s not just there, but globally, there’s this massive talent shortage going on, the worst in 17 years! 

But we have some eye-opening numbers for you. 

A massive 92% of folks who start filling out applications just bail out, and only about 58% even get a simple ‘thank you’ message after applying. Plus, 54% are ditching the whole recruitment process because of lousy communication. 

This edition explores why engaging with candidates is super crucial and gives some amazing strategies to do it right. 

What Is Candidate Engagement?

Candidate engagement is all about how companies hook, nurture, and keep in touch with potential hires during the whole hiring process. They build a good vibe with candidates, keep them interested in the job, and make sure they’re in the loop about what’s happening with the company and the openings every step of the way.

Here are some examples of how companies engage with candidates:

  • Regular communication via email or phone to provide updates on the status of their application
  • Hosting virtual or in-person events such as webinars or open houses to educate candidates about the company culture and job openings
  • Using social media platforms to share relevant content and interact with candidates
  • Providing personalized feedback to candidates after interviews to keep them engaged and interested in future opportunities
  • Creating a user-friendly and informative career portal on the company website where candidates can easily access job listings and learn more about the organization

Evolution of Candidate Engagement

Back in the day, companies weren’t really concerned about what candidates went through. Candidates would send their resumes and wait for who knows how long, with barely any communication from the company.

But guess what? Times have changed!

Candidate experience is like the new hot topic. Now, companies are realizing they should treat candidates like gold if they want to stand a chance in this market. This shift in focus emerged due to various factors:

  • Back in 2012, the unemployment rate nosedived below 5.4%, handing job seekers more power than ever before.
  • Competition for top talent increased. And 50% of organizations feel the competition for talent is likely to increase in 2024.
  • Millennials are taking over the workforce scene. By 2025, 75% of the global workforce will be made up of millennials! And guess what? They’re all into engagement and quick responses from their workplaces.

Simultaneously, the internet and social media changed the game for job seekers. Here’s how:

  • Now, candidates have access to a ton of info about companies and job openings, which totally flips the script on who’s got the power during hiring.
  • Tech is making things even smoother for employers with advanced automation tools handling aspects like sifting through resumes and keeping tabs on candidates.

So what has been the outcome of this? Well, these days, companies are putting the candidates first. They’ve had this total shift in mindset, making the whole hiring process more about the folks applying for the job. They’re keeping the lines of communication open, giving feedback on time, and just showing some real respect for the folks applying.

Why Is it Important?

Candidate engagement is seriously important for a bunch of reasons:

1. Positive Brand Perception

When companies treat candidates with respect and get back to them in a timely manner, they leave a positive impression. An excellent candidate experience screams out loud about the company’s values and vibe, drawing in the best talent. Plus, when candidates have a great time in the hiring process, they’re way more likely to come back for more gigs down the road.

2. Talent Acquisition

Engaged candidates are way more likely to say yes to job offers and hit the ground running once they’re hired. When you’ve built a great connection with candidates from the get-go, making sure they feel valued and involved right from the start, you’ve upped your company’s odds of getting top-notch talent.

3. Retention and Employee Satisfaction

When candidates have a positive experience during the hiring process, it sets the stage for some seriously happy employees down the line. Candidates feeling respected and everything’s smooth sailing from the get-go are more likely to stick around and feel like they’re part of something awesome once they’re on board.

4. Referrals and Networks

Engaged candidates are more likely to recommend the organization to their networks, leading to an increase in referrals. This can result in a higher quality pool of candidates and reduce recruitment costs over time.

5. Competitive Advantage

The job market is cutthroat these days. Companies that go all-in on making candidates feel valued and engaged totally stand out from the crowd. They become the go-to employers, attracting the most talented crowd. Putting candidates first gives you a major leg up in the talent game.

Meanwhile, what about those who don’t give candidate experience a second thought? Well, they’re missing out big time. Here’s how:

6. Negative Brand Image

86% of people check out company reviews and ratings before even thinking about applying for a job. So, if a company drops the ball on giving candidates a great experience, it opens the gates to a bunch of bad reviews and negative comments on review sites and social media. Potential candidates see those bad reviews and may not apply for the job. It can even mess with how consumers see the brand.

7. Loss of Top Talent

If candidates have a rough time during the hiring process, they’re more likely to ghost the whole process and back out of applying or reject job offers. Top-notch candidates go for competitors who know how to treat them right. So, when you give candidates an amazing experience, you increase your chances of getting the best talent out there.

8. Reduced Employee Engagement

A negative candidate experience can lead to disengagement among new hires. That’s bad news for productivity and turnover rates. In fact, disengaged employees can end up costing a company big time – as significant as a 15% drop in profitability. To put it in perspective, for an employee making around $47,000 a year, that’s like losing nearly $16,000 in lost productivity annually.

How Are Hiring Managers Responsible for Candidate Engagement?

Hiring managers must create a positive experience for candidates and ensure effective communication and interaction. Here are some ways in which hiring managers can contribute to candidate engagement:

1. Clear Communication

Hiring managers should provide clear and transparent communication with candidates at every stage of the hiring process. This includes:

  • Promptly responding to inquiries
  • Providing updates on the status of the application
  • Setting clear expectations for the next steps
2. Respectful Treatment

Hiring managers should treat candidates with respect and professionalism, regardless of the outcome of their application. This includes:

  • Being punctual for interviews
  • Actively listening to candidates’ responses
  • Providing constructive feedback when necessary
3. Personalization

Hiring managers should personalize the hiring process to each candidate’s needs and preferences. This can involve:

  • Tailoring interview questions to assess specific skills or experiences
  • Providing additional information about the company culture and values that align with the candidate’s interests
4. Feedback Loop

Hiring managers should encourage open communication and feedback from candidates to continuously improve the hiring process. This can involve getting feedback to understand candidates’ experiences and areas for improvement through:

  • Post-interview surveys
  • Informal conversations
5. Accessibility and Support

Hiring managers should be accessible and provide support to candidates throughout the hiring process. This includes:

  • Being available to answer questions
  • Address concerns
  • Provide guidance on the next steps
How to Improve Candidate Engagement?

If companies want to get candidates super pumped during the hiring process, they must focus on a few key areas.

Here are seven key spots where they can really make a difference and amp up that candidate engagement:

1. Communication

You should keep the convo flowing with candidates every step of the way. Give them the lowdown on where they stand in the process and be quick to answer any questions they’ve got. You can send out automated emails to let them know their application’s been received and give them a heads-up on what’s coming next.

2. Personalization

Companies need to make the hiring process feel like it’s made just for each candidate. So, you should tweak the process to fit their skills and what they’re all about. You can ask interview questions that really get at what they’re good at or give them a sneak peek into the company vibe that matches their style.

3. Transparency

Employers should lay all their cards on the table right from the start. That means you should tell the candidate about what the job’s all about, including the challenges, what the vibe is like at the company, and what they expect from candidates. The first step to do this could be a detailed job description and a peek into the company’s values and mission.

4. Feedback

Offer constructive feedback to candidates, regardless of the outcome of their application. You can let them know about how they did in the interview or what they could tweak on their resume for next time. It shows that the company’s got their back and can help them level up. Such candidates might just nail it next time around!

5. Application Process

A user-friendly and easy-to-navigate job application experience makes it smooth for candidates. So, how about improving the company website so it works perfectly on mobile? Or why not automate the whole application process so it’s super quick and smooth? That’d lay the groundwork for getting the best workforce.

6. Engagement Activities

Employers should get creative to get candidates excited about joining the team. How about some virtual events like webinars or networking sessions? It’s a chance for candidates to get the inside scoop on what the company’s all about and even chat with some current employees.

7. Continuous Improvement

Regularly review and evaluate the candidate engagement process to identify areas for improvement. Solicit feedback from candidates and hiring managers to understand their experiences and implement changes accordingly. You can conduct post-hiring surveys to gather feedback on the recruitment process and use the insights to refine future hiring practices.

Examples of Good Candidate Engagement

There are many companies out there doing their best to provide amazing candidate experience, thus hiring and retaining top talent and building a great brand image. Here are some of them:

1. Procter & Gamble

P&G, a leading consumer goods company, makes sure candidates have everything they need at their fingertips, so they can go through the process without any headaches.

On the main hiring page, they’ve broken down the job search based on the desired roles, experience level, location, career areas, and more. Each step has an “Explore” option that takes candidates to a separate page with all the deets on what to expect and what’s required.

Plus, their 24×7 online chat service answers any questions candidates might have while browsing. With clear and accessible information about the hiring process, candidates feel more informed and prepared.

2. Blinkist

Blinkist, the nonfiction book summary service, before every interview, goes the extra mile and sends candidates a rundown of what to expect. This includes details on who they’ll be meeting, tips on how to nail it, and links where they can learn more about Blinkist’s culture and structure. They even give a voucher code to try out the Blinkist app!

3. NerdWallet

NerdWallet takes the time to really get to know candidates, even checking out their social media profiles to see what makes them tick. Whether it’s a love for sushi or a passion for a certain sports team, they use those little details to make conversations feel more genuine and connected.

The company also shares a detailed interview day agenda with names and timing to ensure candidates feel prepared and valued every step of the way.

And This Is Just The Beginning

When a company’s got a team of less-than-stellar employees, a not-so-great rep, and a bunch of employees who are disengaged with their jobs, it’s like a recipe for disaster in the market. It eventually kills any chance of coming up with innovations and leaves customers feeling unsatisfied.

So, if you want to dodge those jaw-dropping consequences, you should make communication with candidates feel personalized, give them clear feedback, and ease the application process. This way, employers can get the best talent, improve their rep, and stand out from the crowd. That’s how you invest in candidate engagement for the long haul.

 

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