How to Stay Engaged at All Stages of Your Recruitment and Selection Process

Talent acquisition is an increasingly difficult task for recruiters. The very high number of people seeking employment in different areas and applying for vacancies that do not necessarily fit their profile became a complex situation. This causes recruiters to go through increasingly specific selections. In addition, the trend of the migration of selective processes to the digital age, where everything is virtual is a fact. The big challenge with these changes is keeping the candidates who have passed for the next stages engaged and interested in your company.

Recruitment is a moment of the relationship between the HR team and the candidates. It is essential that the recruiter cultivates a good relationship with all candidates from the beginning. This influences the perception that the candidate will have of your company.

To know how to really engage your candidates we must first understand the candidate's journey during a selection process.

• Discovery
• Wish
• Postulation
• Selection Stages
• Hiring

 

Discovery

It is the moment when the candidate knows that his company has vacancies. For the individual to reach that stage, they must have minimal knowledge about their company and what they are hiring.

For that, you must do a Recruitment Marketing that is effective. Count on the right technologies (such as sourcing tools, candidate tracking systems, and powerful Boolean lists) and strong employer branding to share job openings, incentivize leads, and show how proud employees are wearing your company shirt.

Wish

Once the candidate discovers that there are vacancies in your company, they will think about whether they are interested in applying or not. This will be the moment where the possible candidate will investigate more about your brand, your company on the website, your social networks, etc.

Ideally, you should make a list of the reasons your company is a great fit and encourage the desire to want to work for it. For this, it is interesting to include testimonials from current employees through videos or blog posts. telling why they are happy working for the company and getting others excited to join.

Postulation

If the candidate got here it is because he is interested and you need him to apply. At that point, you should ideally have crafted the job description very well to make it sound interesting and not "just one job" like many others.

Use attractive and clear language, highlight the benefits and advantages of joining your organization, and share sources to learn more about it.

The vacancies with a clearer and more attractive description are those that will surely attract the attention of many and will have more interested parties, in addition to the probability that more people who fit the profile send their resume than people who do not identify themselves.

Selection Stages

From now on, you have the candidate in your recruiting and selection system. It's time to identify which candidates are the best fit for your company. There is software that makes a ranking of which ones have the most to do with the vacancy and the organization. After that classification, the different stages that you planned according to the needs of your company begin.

Do not forget to follow the best practices of selection processes, such as appropriate questions at the time of the interview, how to conduct an effective interview, guarantee feedback to your candidates in the stages where it is required, and always be available when someone has questions regarding the selection process.

Hiring

Your candidate has already gone through the whole day and is at the end. You have already convinced him to apply, identified that he fits the desired profile, and decided to offer the vacancy for him. How wonderful, isn't it?

Yes! But don't forget that even if the candidate has accepted the proposal, your job of continuing that commitment does not end here. To ensure that you have a high quality of recruitment, you must continue that relationship with him. The recommended thing at that time is to start the Admission process as quickly as possible. There are ways to expedite admission. You can do this entire process online, right down to the digital signature of the proposed letter.

In addition to being a way of ensuring all documentation is ready as soon as possible, your new hire will continue to be committed to the new process and excited to be one step away from being part of that great company. Also, guarantee a good welcome for your new colleague and employee!

Make the most of the technology offered!

To engage and keep the candidate always informed, technology will be your right hand.

With recruitment and selection software, you can bring the entire selection process to the virtual world. The ability to leave the recruitment flow aligned and the entire team involved always connected and with access to information when necessary is a great advantage, in addition to all the possibilities offered in this type of tool.

Candidate commitment

The commitment of the candidate is something that never ends, it is a continuous process in the management of Human Talent. According to a survey by CareerBuilder, when the candidate has a terrible experience in a selection process, 42% answered that they never applied for that organization again and 22% said that they would not recommend it to others and spoke not to work there. It is very important for companies to increase engagement with their potential future employees to ensure a good image and reputation so that other future candidates are encouraged to join you.

Find the best HRMS for all stages of your recruitment and selection process

Take advantage and take into account our advice and invest in this improvement of commitment in your company and guarantee a better experience for your candidates.