Getting the top talent isn’t easy: there’s a lot of competition for the best candidates. Lose one and that’s it – they’ve gone. It’s far better to strive to keep them interested, engaged and warm, ready for the moment when your job and their interest in your company peak. These four steps will help you do just that…
1. Build the talent pool
Every great hiring team should use Talent Pooling and Pipelining software to help identify and then collate lists of potential candidates. There are lot’s of different sources of candidates – from those already in the CRM/ATS, to those responding to recruitment marketing activity, to direct sourcing via LinkedIn and social media generally. Talent Pooling software enables you to bring all these candidates from disparate sources into one place, where they can then be nurtured and engaged at the right time.
2. Proactively reach out to the best candidates
Learn from consumer marketing techniques to interest the best people in your roles, particularly the passive candidates who might be open to conversations about new opportunities when the time is right for them. Add them to your talent pool and keep them nurtured for a future opportunity. Planned, regular content is sent to your targeted list(s) of candidates, and their interest monitored in the Talent Pipelining software. This new software, a quantum leap ahead of ATS and CRM software, makes it easy to understand what candidates are engaging with and also what they might looking for in the future – and most importantly when they look ready for a hiring conversation.
3. Ensure that the application process is simple
Of course, the careers site is all about encouraging quality candidates to apply, but it also needs to reflect the company in an honest, positive manner, giving those who are considering a move all the information they might want and more. It’s not just the content: you need to ensure that the site is easy to navigate and crucially, the actual process of applying is simple and quick. Forms can’t be too lengthy and should offer the option to save and return at a later date. With mobile traffic overtaking desktop, a mobile-friendly (responsive) site is also a must. Make a candidate frustrated with a difficult site and/or an application form that’s hard to understand and you stand to lose great candidates to your competitors.
4. Communicate with candidates in good time
No candidate deserves to go through an application process and then hear nothing for days or weeks (or ever). Hiring teams must reply to applicants within a couple of days, thanking them for their interest and explaining what they should expect next. A personalised auto response is a simple way to do this, but that response should still be warm and friendly. Given that many companies do not do this, those which do will massively enhance their reputation as a good recruiter, even with those who are eventually rejected. Subsequent communications, regarding interview dates, follow-ups, rejections and acceptances, must similarly be made promptly, politely and professionally. It really does matter and makes a world of difference to your reputation and employer brand.