YES they are! But there are still companies that are on hiring freezes. But there is no reason for recruiters to fear. You should be thinking: “I’m only as good as my last hire.”
Candidates are still saying that they’re still not getting the experiences they expect from hiring teams. Candidate resentment has increased 40% since 2016! (Per TalentBoard)
So how do we improve that? Set your teams up for success!
1. Employee engagement and company culture
2. Deepen internal relationships
We all have had the challenging hiring manager! You know, the one who asks for a purple unicorn candidate, or maybe they’re known for canceling interviews at the last minute. This is a great time to deepen your relationship with them, educate them on what today’s candidate and recruiting landscape look like, and gain a better understanding of what they think is missing from candidates for their roles.
Do not stop having conversations.
How well do we track our runner-up candidates? Who is “the one that got away”? Even if they’ve moved on to another role, there is no reason why we shouldn’t network with these people, right? They still might be future candidates, refer others to us, and may even be customers of our company.
Keep them warm and engaged with your brand.
** COVID** This is not a time for recruiters to be silent. Reach out and let them know that, “Due to current events, things are going to be slow for awhile and we are likely not going to have a decision for a few weeks. But, I wanted to let you know that you’re still top of mind and we will reach out as soon as we are able.”
Don’t forget: they’re still your customers and leaving a good experience for them is crucial!
4. BEST communication that surpasses the competition
Communication. I can't stress it enough whether you are an executive, leader, recruiter, or candidate. Audit your communications, starting with job descriptions – the recruiting content that arguably gets overlooked the most. Are your descriptions consistent and free of formatting errors? Are they written in an engaging, candidate-focused tone that helps people picture themselves in the role?
Check the tone of your email templates. Your emails should be a warm welcome into your candidate journey, not just a flat acknowledgment of the application. Candidates want to feel like the are unique (hint...they ARE!)
I'd highly suggest automating emails when candidates move to new stages, such as a thank-you email that’s generated once you move them from “interview” into a “waiting for interview feedback” stage. They will greatly appreciate it!
5. Do some coaching
Candidates, both internal and external, are always asking for feedback. Sometimes, we’re not confident in providing it. Sometimes we’re just the messenger. Many times, there is no feedback – they’re great candidates, but we found someone who is truly a better fit for our current needs. We can’t always tell them what they want to hear, but we can help them to prep for the next opportunity by taking extra time to constructively critique their resume and coach them on certain interview questions.
My coaching clients DIE to have this type of feedback and information. You know you have the information, so learn how to provide valuable feedback.
Focusing on best practices and candidate experience are steps you can take today to positively impact the bottom line of your organization, even in times of slower hiring, because you’re strengthening YOUR employment brand.
This will be an extremely competitive edge in the war for talent now and in the future. Get ahead now!