The most crucial factor in a candidate’s hiring journey is communication. How you communicate to a candidate factors your ability to bring in top talent. One of the golden rules of recruiting is communication, which will act as a foundation for future interactions. It will help your company stand out and help you make the candidate feel less apprehensive and comfortable. In addition, you can build trust and rapport with the candidate, which will ultimately help you in retention.
Why do you need a strong candidate communication strategy?
Effective and timely communication will help you engage the candidate better and increase their chances of accepting your offer. After all the effort you’ve put into it, from identifying the right platform to crafting the right messaging, most often than not, you fail to focus on communication. Recognizing the various touchpoints during hiring will help you build an effective and relevant communication strategy.
What are some valuable tips to help you improve communications?
Language:
As a hiring manager, I understand you must maintain ongoing communication with individuals from different demographics. Acknowledging them every step of the process, either through automation or individually, will help you build a robust 2-way communication with the candidate. Ensure that the candidate is well-informed through all the touchpoints. It will set a precedent for how the candidate responds and works with their team. Convey your enthusiasm, appreciation and interest to explore the candidates fit for the position.
Consistency and personal:
Acknowledging and keeping them informed may not fully engage the candidate. Talent acquisition has several layers to it, and one of the most crucial factors is building a rapport with the candidate. That is to say, personalizing your messaging and tailoring it to the individual will help you positively in their decision-making process.
Listen:
Communication is not always about talking. It’s also about active listening. Communication, especially with a candidate, is a two-way street. That is to say, don’t make the conversation entirely about the organization and the position. Talk candidly and ask if there are any concerns or hesitancies they have that you could address. Learn more about their interests and motivations. Active listening can help you identify the candidate’s non-verbal cues, which will help you in your hiring decisions.
Transparency:
Clearing stating your expectations and requirement for the position will help you create a structured process. It will establish a clear awareness and act as an excellent segue to address the candidate’s concerns. It’s not just you who is evaluating the candidate, the candidate, in turn, is assessing your company culture, core values and experiences. Not to mention, setting clear expectations and walking them through the process will improve the candidate’s experience. Clear communications with the candidate will help them understand your goal and whether they fit the position well.
Feedback:
Most recruiters have heard the question, “ Can you please give me feedback on the interview?.” How many times have you asked that question yourself? The key to understanding where you’re going wrong can be rectified by simply asking the candidate. Also, give constructive feedback to the candidate that will help them better prepare for future interviews.
We understand that the hiring process is complicated and requires much effort. Merit Services has streamlined the process and can offer you unique solutions to all your hiring problems. Contact us today to help us help you find the right candidate.
