LinkedIn estimates that the percentage of candidates who drop off from the hiring process has gone up to 20 in recent years. This can significantly affect both the quantity and quality of the talent pool of organizations. The solution is better candidate engagement for staffing firms. 

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What is candidate engagement and why does it matter?

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Candidate engagement refers to the process of continuous communication with the candidates through emails, phone calls, texts, or face-to-face conversations. By fostering deeper and more meaningful connections, candidate engagement improves candidate experiences throughout the recruitment process.

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It helps candidates throughout the application process, assisting them in finding jobs they would like. It also raises the interest level of applicants and increases the pool of potential candidates. 

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5 ways to improve candidate engagement

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Respond faster

A delay in response from the recruiter can negatively affect the process. To improve candidate engagement, you have to respond faster or you might lose a qualified individual. 

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Using automation software, you can send replies to candidates that meet your criteria and update them about their status. This will also improve the brand equity of your organization.

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Be transparent about the process

One of the reasons candidates feel disengaged from the hiring process is due to a lack of information. Candidate engagement will improve when recruiters share all the necessary information with the applicants. 

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Ensure that candidates know how long the process would take, how many steps are there, and when they can expect to hear from you. This will help applicants prepare for each stage of the process. 

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Give details about the interview

Most candidates would be nervous about interviews. They would be further unsettled if they have no information about the process. You can alleviate their stress by sharing more information about the interview. 

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Communicate who would be taking their interview and whether it would focus on their soft or hard skills. If there is a technical component to it, this is when you tell them. 

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Share information about the organization

From a candidate’s point of view, every application has to be customized to the needs of the company. This will be easier if the recruiters share all the necessary information about the firm, what they’re working on, the company culture, etc. 

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Along with showing transparency, this information also helps the candidates prepare better. 

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Get feedback from the candidates

You can improve the candidate experience by getting feedback from the applicants whether or not you decide to hire them. This will bring to light any loopholes or pain points in the process. 

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Feedback will also help you forge a more genuine connection with the candidates. Applicants will also be more likely to recommend you to their friends or colleagues.

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In short

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With increasing competition, recruiters have to take additional steps to attract the right talent. Merely banking on the brand equity of the organization won’t be enough. What’s needed is a concerted effort to improve candidate engagement.

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