6 Tips For Building A Strong Candidate Communication Strategy
Creating a good Candidate Communication plan for candidates is all about knowing what the applicants want to learn, and what they want to learn. It is always necessary to step out of your own job, and from the candidate ‘s perspective, think about the application experience. Holding that in mind and it will become much easier to communicate with them.
Having said that, here are some tips to develop a strategy for Candidate Communication.
- Key candidate touchpoints
Before creating a content plan for what you will be communicating to applicants, it is necessary to understand thoroughly when you will contact them. This includes setting up a list of primary touchpoints for your applicants.
In general, those touchpoints will look like this:
Status changes
Candidates would also appreciate being kept in the loop if their status for the application changes. Perhaps they have passed past the pre-screening process, for example, and are now being considered for an interview. Automated emails creating a pleasant applicant experience to remind them of this.
Interviews
Providing good two-way contact is an important part of candidate contact when arranging interviews. This can be done either manually or using automated emails and platform scheduling.
Post-application
Finally, always make sure you contact candidates before making a decision. Closing the loop is crucial to holding the candidates on good terms.
- Candidates are like customers
An overarching mindset that you should bear in mind when communicating with applicants is to treat them as clients. We deserve the same respect and attention as you would provide to a paying customer and that means being reliable, and personal in your communications.
Getting all applicants the consideration they deserve will help to make sure that the job seekers see the business and brand favorably.
- Recruitment team to be available
This may seem obvious but it’s hard to overestimate how important it is to be available to the recruiting team to respond to candidates. Note, When applying for a role, expect to be remembered and held in the loop. Part of that includes being able to ask recruiters questions during the entire hiring process.
This doesn’t mean you’ve got to be on the ready for any email and phone calls coming in. But it does mean your team should have a process or tool in place to ensure candidates receive responses to their questions in a timely manner.
- Watch your language
Finally, it’s important to use the right language and tone in any piece of correspondence you submit to candidates. Using the right vocabulary and level of detail will help you create a partnership with your candidates and establish your company’s unique brand and identity.
- Maintain consistent candidate communication
Maintaining a clear communication approach for the candidate results in good preparation, the right, a goal of continually enhancing the method.
- Strengthen partnerships
When you move an applicant through the recruiting process to several individuals within the company, it means that they are just another cog in the system. If you’re serious about hiring top-tier applicants, you can nominate one person to connect with your candidate from beginning to end. In addition to making the candidates feel more confident, this allows a concierge to experience the process of recruitment, giving candidates the feeling they are really cared for.
Conclusion
Communication is crucial to ensuring that the best talent is not swooped between the cracks or swooped by the competition. In the future, taking the time to develop the right plan, the right content and the right resources for your candidate communication process will definitely pay dividends for you and your business.
