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The Keys to Candidate Communication
Monday, Mar 14, 2016

 

Welcome to the Age of the Candidate, where creating a successful employer brand that fosters an engaging candidate experience is essential to attract top talent.

However, today’s candidates aren’t happy, and lack of quality communication is one of the biggest reasons. Though 45 percent of companies say that improving the candidate experience is their greatest talent acquisition priority, according to iCIMS proprietary research, 46 percent of candidates rate their experience as poor to very poor.

Candidates’ perception of the application process over the course of the last five years doesn’t paint a pleasant picture, either. According to the Society for Human Resource Management, 40 percent of candidates say that the application process became more difficult. The reasons for this? Lack of communication and lack of personalized interactions with employers. Even more concerning: 82 percent of candidates expect that an employer will provide some form of correspondence, even if they’re not interested in the candidate, according to CareerBuilder. Yet, 75 percent of job applicants never hear back from employers.

So why does effectively communicating with all candidates, even those you don’t hire, matter?

Poor Communication=Poor Reputation

When you don’t communicate effectively with all candidates, your employer reputation is put at risk.

Seventy-two percent of candidates who don’t hear back from employers say they would not be likely to recommend that employer’s product or services, while 58 percent say they’re unlikely to buy a product or service from that company, according to CareerBuilder.

And, when candidates are unhappy with the application process as a result of inadequate communication…45 percent won’t apply for a position with your organization again, and 22 percent will tell others not to apply for a position at your organization. Remember, your recruitment brand IS your brand. When your organization’s reputation with candidates suffers, so does your brand. In fact, according to a recent survey from Glassdoor, 69 percent of job applicants would not take a job with a company that had a bad reputation, even if they were unemployed.

Treat Your Candidates as Customers

So what does effective candidate communication look like?

·         It’s Consistent: Candidates should know when their application is received, and if they’re being considered. Eighty-eight percent of candidates who said they had a great experience completing an application received a thank you email from the employer immediately after submission, according to Talent Board.

·         It’s Expedient: Employers should respond to candidates at all stages of the recruitment process within 24 hours. Remember that it’s a candidates market; your desired candidate may be fielding other offers in the time you wait to make yours.

·         It’s Personalized: Don’t fall short on selling your brand with standard emails. Make all correspondence personalized by addressing candidates by name and referencing the position for which they’ve applied.

Top Tips for Speaking a Language Candidates Will Love

Tip #1: Communicate to Inform

Tip #2: Speak in Person

Tip #3: Schedule Seamlessly

Tip #4: Provide Feedback

Tip #5: Stay in Touch

When recruiters and hiring mangers successfully communicate with all candidates, the result is: increased likelihood that candidates will consider future opportunities with the employer; decreased likelihood that candidates will speak poorly of the employer to others, hindering its reputation; increased likelihood that candidates will continue purchasing goods and services from the employer.

Don’t let poor candidate communication be the reason your recruitment brand suffers. Instead, let top talent fall in love with your organization by using talent acquisition software that makes consistent, expedient, and personalized candidate communication easy.