Here are Adam Gordon’s recommendations for engaging your internal talent pipeline during COVID-19.
Candidates don’t have time to waste with employers who take too long to hire or who don’t communicate. Even if you’re going to reject a candidate, you need to do it in the right way. So, what can employers do to get candidate engagement right?
The internet has altered every facet of modern life, changing the way we communicate and organise our daily existence. It’s also revolutionised talent acquisition for companies and, alongside the introduction of much new technology, it’s triggered three new trends for company hiring teams in their search for candidates.
I liken recruitment to the early stages of romance, when you are trying to impress each other and everything seems rosy… then you make a commitment, tell everyone and meet the parents. Then the cold-harsh reality hits when you move in and they stop making an effort.
First off, what is candidate engagement? Although there’s no official definition, candidate engagement generally refers to how responsive candidates are. In a nutshell, it is the process and measurement of continually communicating with your talent pool via email, SMS, or face-to-face.
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.