Throughout one’s hiring experience, a candidate expects to be provided with more than just a vague job description or an impersonal email. Candidates desire more a personalized interaction rather than being left in the dark about important hiring decisions.
As years have progressed, the job market has narrowed in on the candidate’s demands, wants and needs. We are now officially part of a candidate-focused job market. These candidates anticipate more frequent human interaction and want to be provided with detailed information regarding job opportunities.
On the other hand, the consequences can be severe if their expectations are not met. For instance, since the internet has such an impact on our entire lives, if an employee has a bad hiring experience there is the risk they may vent about it on social media. Which, in turn, would repel other potential candidate’s interest in that same company. The internet has popularly become a source where all new employers search for reviews and suggestions. There is a high chance a poor review might lead to discouraged candidates and raise a negative reputation for that company.
Contrary to a discouraging experience, if an employee experiences a positive interview, that company could receive an abundance of referrals. To be successful in creating that positive involvement the company must master the detailed job description, write in-depth customized emails, and have meaningful human interactions.
Typically the first interaction an employee has with your organization is through the job description. There is a tendency for companies to struggle with vague or lengthy job descriptions which ward off candidates. This is oftentimes detrimental to a company because the job description is what gives the candidate a real sense of both the company and the job as a whole. Job Descriptions can be the convincing factor if you incorporate engaging headers and format the paragraph so it catches someone’s eye. For the visual job seekers, including videos or graphics will boost their responses.
As for customized emails, it can be difficult to try to individualize each email, especially when the audience counts thousands of candidates. However, it is certainly not impossible. To capture the attention of a job seeker through email you must first segment your audience. This is done by using a CRM or ATS and by location or industry and pairing their description to the job position that is available. In addition, stating that you have ‘personally’ reached out to them makes the candidate feel more desired.
Lastly, more human interaction, such as phone calls on a regular basis throughout the recruiting process, lead to a positive experience. Always provide them with decision or reasoning, even if they are not fit for the position. Candidates will respect companies that respond honestly and with urgency.
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