Candidate engagement is increasing day by day. Staffing companies and organizations are ever increasingly creating a conducive stance wherein candidates can directly submit their resumes and even know the status of their resumes. The recruiters are going a step ahead wherein they get back to the candidate personally after they fill in their application or after giving the interview.
These sessions helps in solving a problem from scratch and brainstorm how an organization should look and act to a candidate. This stance helps to create the organization the leader in candidate engagement.
Candidate engagement however has a few obligations, which must be seen or taken care of by the organization, If it is to be succesful in it. They are
Setting expectations early :- Organizations after receiving a resume upload should begin turning on the auto-reply feature within the ATS. There is no reason why you shouldn’t turn this on today if you have this feature. I was surprised by how many people in the audience were not using it or were not aware of it.
Organization should set their expectations, and set a higher productive stance wherein every candidate submission is replied back via their ATS. The key however is to concentrate on the messaging of this auto-reply and how long the process will take.
Should all candidates be treated equally? – First off, I think an auto-reply should be sent to all candidates that submit an application. But after that should you feel compelled to treat everyone the same? In a perfect world, sure but our world is far from perfect. If you have limited labor resources, I’d recommend putting candidates in tiers. Candidates that don’t fit the job description should be sent a generic rejection email, which is quite easy to do in your ATS.
Candidates that you interview should always receive a personal call that they didn’t receive the job. And finalists should receive a conversation from a recruiter to gauge their interest in future positions in the company as they would still be good fits for the company in the near future.
Candidate engagement is not that difficult. There are a number of small things that you can do in order to improve the experience of the candidates that are coming through your recruitment marketing system every day. The key is doing it in a channelized manner than just doing it for the sake of it .