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It can be challenging to attract and maintain the attention of job seekers. With so many ways for applicants to find and apply for jobs, it’s crucial that you’re able to differentiate your company from the rest. An effective recruiting communications strategy connects you with the best available talent, helping to grow your business and set the standard for how communication is done throughout the business. Below are just a few reasons why your company should have such strategies in place, as well as tips to help you build a relationship with your potential candidates.
One way to stand out is to meet your applicants where they are. If you’re going after the massive amount of entry-level candidates entering the workforce, then your company should be signing up for career fairs at your local colleges to showcase your company culture with a face-to-face interaction, or work with career counselors to share job openings with students and recent grads.
You should also be utilizing your social media channels to show what their life could be like once they’re hired. A thriving company culture is extremely appealing to these younger applicants, so make sure you’re showcasing yours during the recruitment process.
If you’re looking to attract senior-level candidates, you’ll want to create personalized connections with your potential applicants. A well-crafted message, delivered via phone or email, should include the prospect’s name, a mention of their current or latest job title, and why you think they would be a perfect applicant for your current position. Utilize tools like a resume database website to learn about the person’s past experiences and create a pitch that’s unique to them.
Over 60 percent of applicants share their negative application experiences with their networks, which means your unhappy applicants are sharing their disdain with other potential applicants— dwindling the number of people willing to apply for your jobs.
How does a company offer a better applicant experience? By improving their communication efforts. Candidates require and expect that you are connecting with them often and in a timely manner to update them on their status in the hiring process. Email them to let them know you’re reviewing their application. Contact them after an interview to tell them what to expect next. This shows candidates that their time is valuable to you and can reduce some of the stress of going through the application process.
It’s important to have an accessible recruitment team as well. Your applicants should be able to reach your company through their most convenient medium, whether that be email, video conferencing, or in some cases text messaging. A unified communications integration, which offers several communications solutions under a single service, can help fill any gaps that may be keeping you from communicating with your top candidates.
It’s critical to inform your candidates when the recruitment process has come to an end. As soon as you’ve decided you are no longer interested in an applicant, take the time to let them know and offer constructive feedback. Applicants will appreciate your time and effort, and they will understand why they might not have been ready for the job. Encourage the applicants that you do hire to leave reviews of your hiring process on your LinkedIn profile and other recruitment sites so that others may be enticed to apply as well.
By creating an effective candidate communication strategy, you will be rewarded with new hires who are excited about your company and eager to start working.
This communication will give them a better understanding of their work responsibilities as well as prepare them for the company culture, which means it will be easier to integrate these new hires into the business. Their excitement will be felt throughout the company, improving the morale of your current employees and encouraging a positive sentiment around the office. If you follow up with a great onboarding experience, you’ll find yourself with a thriving and happy set of employees.
Find out if the signs of a low performing culture are present at your company.
