In an ever-shifting market, the needs of candidates when looking for a new role evolve constantly. One of the things they always need is communication in recruitment.
Clearness, honesty and openness are essential to the success of any recruitment campaign.
Candidates don’t like being lied to, just as you wouldn’t like an applicant to lie on their CV.
35% of respondents in Employ’s 2022 Job Seeker Nation Report cite poor communication and responsiveness from prospective employers as a key frustration within the job search process.
They also crave the connection that only a recruiter can deliver when applying for a new role, so you must provide them with that service.
Too many recruiters treat candidates like a number – don’t be one of them.
Let’s explore how you can incorporate first-class communication in recruitment.
Establish Touchpoints
Pre-Application
As much as you may not believe it at first, communication in recruitment starts before you pick up the phone.
That’s because the first impression of your company will come from your job description.
Putting your business out there and showcasing why candidates should join your team is arguably the most important communication you’ll ever have.
If you can show a candidate that you’re the right business for them before you’ve even spoken a word, then you’re on the right track to success.
Mid Application
The middle touchpoint is vital for keeping steam pumping through your process.
It’s where you will first introduce yourself to the candidate – Who do you work for, what is your role and what has the business decided to do?
The first in-person impression really does matter here.
Once the initial communication in recruitment has happened, you must keep in touch often with any successful candidates. Book catch-up appointments with them ahead of their interview so they know when you’ll be in touch.
This will help candidates remember you.
Knowing that they have a call scheduled with you will help them think more positively about your business.
Post Application
All candidates must be contacted shortly after their final stage interview, regardless of whether they’re being accepted or rejected.
The first point of contact should be to gain initial thoughts from them by asking questions such as:
- How did they find the interview?
- Does the opportunity appeal to them?
- Are they ready to accept an offer should it become available?
This point of contact could help you make the correct final decision.
If you discover that one candidate is slightly hesitant and one is brimming with excitement, you may have an easier choice in hiring the right candidate – a big advantage of strong communication in recruitment.
People First, Number Later
As a recruiter, you must report your performance statistics to those above you. These stats may be call time, candidates screened or CVs submitted.
When reporting these stats, you would always approach clients/managers with respect, politeness and eagerness.
It is important to treat your candidates with this same respect.
You will likely encounter hundreds of candidates with various experience levels and qualities.
As a result of these circumstances, your attitude towards these candidates may alter from application to application.
The importance of recruitment standards cannot be dropped just because of how your day has panned out at work.
You need to remember that candidates aren’t just numbers to report to your bosses – they’re people too.
Whilst some people want every candidate to turn into a number on a spreadsheet, it is so important that you treat them like a human during the communication in recruitment process
Always Be Available
Whilst this may seem obvious, it can’t be overstated how important availability is as a recruiter.
If you’ve tried to reach a candidate about a job application, there’s a high likelihood that they will try to call you back.
You must be ready to respond when they do.
This doesn’t mean that you should sit staring at the phone all day. Not only would that be a waste of your time, but it would also drastically decrease your efficiency.
You need to utilise the power of your CRM to effectively manage candidate communication in recruitment.
- Leave a note on the candidate’s profile
- Register the communication you’ve left (email/voicemail)
- Let your colleagues know it was you who tried to contact them
Learn How To Master Communication In Recruitment
If you’re struggling with communication in recruitment and need help onboarding candidates, David Rose Recruitment are ready to assist you.
We have successfully helped clients across the globe find their dream candidate! Our team works with businesses in various sectors and our expert recruiters are trained to spot talent in any industry.
We know all about the importance of communication in recruitment.
We can manage your recruitment process for you – all you have to do is see the results!
