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Candidate engagement is a moving target. Hiring managers and recruiters need to think strategically to remain competitive in the tight jobs market.

Here are five do’s and don’ts of the engagement experience:

DO Identify Existing Engagement Challenges

To improve candidate engagement metrics, you need a thorough understanding of where you stand today. Analytics technology can show you where candidates are getting stuck in the pipeline. For instance, if your job listings are seeing a high response rate but aren’t leading to quality hires, it could indicate that you need to optimize your job descriptions. A vague description that doesn’t clearly state the skills required of the position encourages anyone to apply for the position, even if they don’t have relevant experience.

Once you identify your trouble spots, you can work to identify solutions. Over time, your analytics tools will show you which of your efforts produce results, thus saving resources in the long run.

DON’T Create One-Size-Fits All Solutions

As you develop a new strategy for engaging job candidates, there’s one word you need to keep in mind: personalization. According to research from Clear Company, 62 percent of candidates expect more personalization options from hiring authorities, compared to what they receive today.

There’s no such thing as a solution that suits the needs of all candidates. Some will prefer to communicate by voice, others by SMS. And that’s just one example. Recruiters will need to think about candidates on the individual level to develop a dynamic communication strategy that keeps job hunters engaged on their terms.

DO Grow Your Network of Professionals

In a tight jobs market, the supply of qualified talent is low. Therefore, recruiters need to extend their professional networks even further. Stakeholders may not be able to find the perfect candidate for each position. Therefore, recruiters need to identify the skills required of each position and look for candidates that have the potential to grow into a position, even if they do not have directly related experience.

DON’T Ignore Your Competitors

Tactical market research will help recruiters identify trends and stay apace of the competition. According to the Bureau of Labor Statistics, the national unemployment rate fell to 3.7 percent in September 2018, the lowest in over a decade. That means the fight for talent is going to be fierce – especially as seasonal work attracts many unemployed people at this time of year. Spend some time checking up on the competition to see what how they’re appealing to job seekers.

DO Commit to Timely Communications With Candidates

Research from Clear Company shows that 67 percent of candidates expect a call from a recruiter at some point after they apply to a position. In reality, few job seekers ever hear back from an actual person. In most cases, they’ll see an automated reply.

Sending at least one message to every applicant can drastically improve engagement metrics, but it’s also a time consuming task. Investing AI chatbot solutions could reduce some of this administrative burden.

Takeaways

To summarize, hiring stakeholders can increase candidate engagement by:

  • Using analytics to identify barriers to success.
  • Creating personalized candidate experiences.
  • Growing the pool of available talent.
  • Researching the competition.
  • Providing clear lines of communication to all candidates.

Candidate engagement is a constantly moving target. To stay up to date with the latest trends and developments, visit our resource center.

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