Creating a proactive candidate communication strategy can be the difference between keeping top talent and driving them straight to your competitors. Here’s some potential pitfalls… and how to avoid them!
Ensuring your Job Descriptions hit the spot
The perfect JD should inspire the right talent to apply. The quickest way to deter strong candidates is by offering jargon-filled JDs that fail to show the company culture and the possibilities that exist within your roles. Take the time to present the opportunity in the best possible light.
Here’s five tips to help!
- Use a search-friendly job title rather than a creative one: you need to make sure your job title is easily discoverable, and save your creativity for the description. For example, people are more likely to search for a ‘Computer Programmer’ rather than a ‘IT Ninja’
- Find out what candidates really want: do your research on your target audience to see what really drives them. If it’s work / life balance then your JD should reflect this
- Personalise it: beyond skills and experience, think about the type of person you wish to attract (personality traits, values, interests etc.)
- What’s in it for candidates? Sell it them: tell them about their career growth with your company
- Be creative: keep your JD unique and engaging to ensure you have the full attention of your audience
Remember to immediately acknowledge applications!
Preparing and submitting an application can be time-consuming for candidates, so ensure you thank every applicant for applying.
Not only is this common courtesy and reassuring for job seekers, it will also help to cut down on follow-up emails.
It’s also important to keep candidates who are advancing to the next stage engaged on the recruitment process; so explain when you’ll be conducting phone or face-to-face interviews and making your final decisions.
Not forgetting pre-interview support!
Help candidates overcome their pre-interview nerves by providing them with a crib sheet of potential questions and scenarios they can expect from the interview.
Also, outline the top priorities for the role and help prepare them for any skills assessment as part of the interview.