By Kayla Kozan
Candidate engagement has become a big topic in talent acquisition recently.
Although there isn’t an official definition, candidate engagement generally refers to how responsive candidates are and how well they feel they were treated during the recruiting process.
In various surveys, the majority of job seekers – around 60% – have indicated they received poor treatment during their job search.
A CareerBuilder survey found when job seekers have a bad candidate experience, 42% of them would never apply to that company again and 22% said they would tell other candidates not to work at that company.
With competition for talent tougher than ever, candidate engagement matters. But how do you do it right?
Here are 3 tips to help improve your candidate engagement.
Tip 1: Identify the problems with your candidate engagement
What do job seekers perceive as a bad experience?
Software Advice did some research and found the top complaints candidates have about the application process are:
- An extremely long application
- No confirmation email
- Long hiring process
- Unable to contact a recruiter
- No notice when position is filled
The biggest problems hurting candidate engagement are tied to poor communication, a lack of information, or a time-consuming process.
If you’re having a problem with candidate engagement, chances are due to at least one of the issues listed above. However, the best way to identify what’s wrong is to analyze your own application process.
Identifying what’s wrong with your own application process can involve:
- Examining your recruiting metrics: what’s the average time spent at each stage?
- Assessing your conversion rates: are there significant drop-offs that indicate engagement could be a problem?
- Surveying candidates: ask candidates for feedback on what they didn’t like about your application process.
Tip 2: Understand what good candidate engagement looks like
From the same research by Software Advice, the top requests of job seekers are:
- More communication
- Notification if passed over
- Timeline of hiring process
- Human contact after application
- Timeliness of replies
Unsurprisingly, 4 of the top 5 aspects of a hiring process that candidates want improved involve better communication.
Again, they best way to figure out how to improve candidate engagement is to identify what’s going on with your own process.
Now we know the issues and what candidates actually want. How do we reconcile this to create better candidate engagement?
Tip 3: Leverage technology for better candidate engagement
This type of automation frees up recruiters for more value-add tasks around network-building and communication.
Technology can be leveraged to improve candidate engagement for the main problem areas:
Recruitment automation software can help you speed up sourcing and screening by using AI to learn the job requirements and automatically find, shortlist, and rank candidates for you.
By dramatically speeding up the sourcing and screening stages, recruiters can reach out to candidates that much faster, whether you want to move them to the next stage or reject them.
Even for rejected candidates, if they feel they’ve received a fair and positive candidate Go to the full article.
Source:: Business 2 Community