Candidate ghosting is real, tips for increasing candidate engagement
Posted recently (6/7/2019)
As it's no surprise, in today's war for talent, it can easily become a hectic environment for recruiters. It's not like there's a magic charm for all your problems to be resolved. It can be great to have the rabbit's foot in your back pocket, but sometimes you need to dig deep into the bag of good tips to help guide you in the right direction. Here are several themes to help boost your recruiting success:
1. Candidate Engagement
It is a job seeker's market out there, people! According to the Bureau of Labor Statistics, the U.S. unemployment rate fell to 3.7% in October 2018 which is lower than all records since 1969! Today's job market is a candidate-driven environment, and job seeker's young and old are looking for engaging experiences and overall quick hiring processes to lock in the right opportunity.
This requires an effective continuous candidate recruiting strategy which encompasses new and fresh ways for recruiters and hiring managers to source, qualify and engage with candidates in meaningful ways. Though there are new AI automation tools to help deliver these great experiences , talent acquisition professionals can also achieve this in two key themes - Supporting every stage of the candidate journey, from initial job role glance to hiring day (this includes truth throughout the marketing, hiring and new employee engagement processes). Proper messaging is key whether the touchpoint is on your career website, campaigns, hiring or onboarding.
2. Understand Who You Are Hiring
Though this may be one of those "duh" moments, many available candidates who seem perfect for the role on paper don't end up aligning to their perfect persona when the interviews begin. It's important to get a good fit for the role right from the start because a majority of employee ghosting and turnover happens within the first 45 days of employment. Focusing on past experiences and skill sets in the pre-qualification stage of the process will help to ensure you're hiring the right person. Additionally, to save time for all parties involved, make sure the job descriptions are realistic and clear, and focus on the skills that will make this role (and your team) more successful in the future (e.g. leadership, soft skills, temperament and emotional intelligence). While capturing these key attributes, making sure your candidates are fully aware of your working environment is essentially in establishing a good job marriage between you and future employee.
3. Employment Branding
When it comes to attracting top talent, companies are going to have to bring more than just a competitive salary and employee perks. Job seekers are looking to join organizations that essentially serve as an extension of themselves—with similar missions, vision, values and goals in line. In fact, more than 75% of job seekers consider an employer's brand before even filling out an application. Though career sites aren't used as directly as the last few years, it does still function as a marketing lens and window into your organization's unique culture and brand. Some areas to highlight when advancing your company's mission include: Jazz up your company's branding - when job seekers look at your company's career site, they should instantly understand your company identity, personality, and values. If your brand is not fully and engagingly incorporated into your career site, then potential candidates may look elsewhere. Also, use visuals to tell a more compelling story. Videos, photos, social posts and other media are critical to show your relevance while shaping the story about your company's culture, work atmosphere, and the opportunity offered.
4. Applicant Tracking Systems
This last one is a bit tricky. While technology can be your friend, over reliance of applicant tracking systems (ATS) can cause your candidate engagement to dip drastically due to true talent applicants dropping into the "black hole" (Download our whitepaper to learn more about the history and challenges with applicant tracking systems). It's better to use your ATS platforms as an organizer while relying on new leading edge qualifying services to help engage and pre-qualify your talent. This helps to streamline your entire hiring process while not sacrificing and losing out on potential top performers.
And one more thing: Though recruiting software can automate many aspects of the hiring process, it won't be a good source for diverse and top talent folks, so it's key to use automation tools to help give you back time so you can become more strategic in your candidate sourcing processes.
Don't forget, as a recruiter, when things are not going your way and you're feeling in the dumps due to losing a great candidate, budget cuts, or lack of communication from a hiring manager— try to keep the following in mind: Consistency will definitely pay off. Continual touch points and geniune relationships will help keep the bobber in the water while new opportunities (both roles and candidates) materialize. This will pay off (sometimes more immediately, sometimes after a bit - but it WILL pay off!).
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