9 Ways to Boost Candidate Engagement
Ah! Candidate engagement! As an HR, you faced this issue at some point in your career. Or you might even be dealing with it right now. We understand how you feel exactly! It’s a common situation for recruiters, especially in the current competitive job market – candidates lack interest in your job offers. This results in a challenge to attract and engage top talent. But not to worry, as here are nine tips on how you can boost candidate engagement:
Make sure your job descriptions are accurate and clear
When candidates are searching for a job, they’re looking for one that matches their skills and interests. Thus, an accurate and precise job description is essential to attracting the right talent. Make sure you have defined job roles, responsibilities, and requirements, so applicants know exactly what they’re applying for.
An example of a good job description:
We are looking for an experienced housekeeping supervisor to join our team. The ideal candidate will have a minimum of 12th standard education, 3+ years of experience in a similar role, and excellent communication skills. They are expected to work day and night shifts on a rotational basis. They will need to work six days a week or 48 hours hourly.
Respond to candidates promptly
How long do you take to respond to applicants’ inquiries? If you take too long, you might scare away potential candidates. Make sure that when a candidate reaches out, you respond promptly. This shows that you genuinely care about the candidate and builds trust between your company and them. You can even take the help of technology to automate the process, for instance, by setting up automated notifications and email responses.
Use a tailored approach
Instead of sending out generic messages to all applicants, personalise your notes to make them feel special. This will help you build relationships with potential candidates and engage them better. Take the time to get to know each candidate, learn about their experience and skills, and make sure you understand their expectations.
Utilize social recruiting
Social media is a great way to reach out to potential candidates and engage with them. Use platforms like LinkedIn, Twitter, and Facebook to post job openings and update candidates on recent changes.
You can even share interesting content about the company’s culture and values. This will help create a positive image of your brand and attract the right kind of talent while also enhancing candidate engagement levels.
Showcase company culture
The first impression is always the last impression. Showcasing your company culture is a great way to give potential applicants an idea of what it’s like to work with you. You can create videos, write blog posts and articles, share photos, or even host events to showcase your culture and values. This will help create a positive impression in the minds of potential applicants, make them feel more connected to your company, and boost their engagement.
Offer rewards
Rewarding candidates for their efforts show that you value and appreciate them. You can offer rewards such as discounts, vouchers, or even free products to encourage applicants to engage with you. This motivates candidates and makes them more likely to apply for your job openings.
Have an open-door policy
Make sure that your recruitment process is transparent and open to all applicants. If a candidate has any questions, they should be able to reach out without hesitation. This shows that you care about the candidates and makes them feel more comfortable and engaged.
For instance, you can set up a dedicated email address or chatbot to answer applicants’ queries. Similarly, you can also create a FAQ page to address any familiar candidate questions.
Be proactive instead of reactive
Are you the one who always ‘replies’ to candidates’ queries? Or do you take the initiative and reach out to them first? Being proactive instead of reactive will help you engage with more applicants. You can send personalised emails and messages to inform them about any job openings or check their progress.
Stop ghosting
Ghosting – when companies fail to respond or provide feedback after a job interview – is an incredibly detrimental practice for both candidates and companies. Not only does it hurt the candidate’s feelings, but it also leaves them feeling frustrated and unmotivated. Make sure you provide feedback to all candidates, regardless of whether they are successful. This will ensure they deal with disrespected behavior and remain engaged with your company.
Conclusion
These are some of the best practices to boost candidate engagement levels. Implementing these will help you create a positive brand image and attract the right talent. In addition, it will also ensure that your recruitment process is transparent and efficient. So, what are you waiting for? Start implementing these strategies today and reap the benefits!
