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Nice communication — all the time

The power of communication can never be overemphasized. However, keeping in touch with people 24/7 can become an arduous task for busy recruiters. Every member of your recruitment team should be committed to reaching out and connecting with your candidates. Candidates want to feel listened to, they want their information updated, and they want to be kept in the loop. They also want quality feedback and tailored messages that speak to them clearly.

There is nothing worse for your company than to ignore candidates and give them no response. Keep in mind that every candidate is also a potential customer, and every customer is also a potential candidate. We all have experience as customer with companies that, if they reach out to u, we will turn down because of a bad experience with them.

Explicit communication doesn’t just mean listening; it also means giving timely information on the inner workings of the industry, from the period of offer to the onboarding stage. Therefore, you need to break down complex terms for your candidates. In addition, never forget to leave an open line of communication. They should always be able to easily get hold of you.

There is one rule you should always follow: Never keep a candidate waiting.

Maintain Trusty Relations

We have all experienced the call from a recruiter describing his company or his client’s company and it sounded so amazing that we said yes to an interview. Sadly, the reality was completely different from what was promised to us.

Remember this: Trust is built and maintained by many small actions over time, and once broken it’s hard to repair. In fact, you can lose candidates for your company forever. However, promising what you cannot deliver also leads to negative word of mouth, and that can cause you to lose even more candidates.

Your candidates want to know that they can depend on you. If you are working in an agency, your candidates want to believe you are working behind the scenes to get them the best possible deals and deliver what you promised. A foundation of trust blossoms only when your candidates believe in you.

They just need to know that your company or agency is not all about promises, but also on what you deliver. Once your candidates trust you, they will come to you in future if they are looking for a job.

Build a relationship that extends beyond the job opening

Any recruiter can provide a candidate with a job, but not every recruiter can build a meaningful relationship with their candidates. Building a strong relationship means forming friendships, sharing deep industry expertise, and showing goodwill throughout the recruiting process.

Some recruiters are interested in candidates only if they have some current opening and they need candidates for it, but it’s crucial to be there for your candidate even if the candidate is not open to a role right now.

Make sure you are helpful even when it does not benefit you because, at the end of the day, your candidates are like customers.

Improve your interview process

Nothing bothers candidates more than an application process that seems to take forever to fill out. And the same goes for an interview process that has unnecessary rounds of interviews that could make or destroy your chances of getting that candidate. Does the interview drag on for hours? What about the questions you ask? Are they relevant to the job or industry?

Understanding the mindset of today’s candidates is essential. During the interview process, many things run through the mind of your candidate. It’s an experience that can easily turn from smooth to extremely uncomfortable for the job seeker.

When your candidates start dropping off during the interview process, it is time to re-evaluate the inefficiencies in what you’re doing. That’s why it’s also important after the interview to ask your candidates for their feedback. This could be collected anonymously and it could reveal important information about the blind spots of your interview process.

Keep in mind that one bad interview experience can lead to a candidate saying, “I will never ever apply for a job with that company.”

Set realistic expectations

Promising mouthwatering employment packages or out-of-this-world job openings is all well and good if you want to keep candidate loyalty. However, promising something you are not entirely sure you can deliver can be disastrous.

As a recruiter, it’s necessary to understand that the job market is not immune to overnight fluctuations. Misleading your candidates with unmet expectations, even when you have their best interest at heart, will make you look unprofessional — and worst of all, deceitful.

In fact, reputation precedes everything in the recruitment industry. When you fail to set realistic expectations, you stand the risk of not only losing your candidate loyalty, but also getting a damaged reputation.

Nobody likes to be misled, which is why you need to always be honest with your candidates.

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