If you don’t communicate effectively, you might be costing your recruitment agency opportunities and losing out when it comes to top talent.
If there is one key mistake that every recruiter has made in their career, it is losing a candidate due to a lack of communication. There are only so many hours in the day, and it can be tempting to use your time hunting for new leads rather than keeping in touch with ones you’ve already established contact with.
However, communication is absolutely key when it comes to recruitment. It is no longer enough to simply email a candidate to tell them they have an interview, then forget about them until the day they come in. The top available talent will have plenty of options, and if one recruiter keeps in contact with them to their satisfaction then it will go a long way towards securing the hire.
You might already know about all this, and make a point of keeping in touch as much as possible with candidates. However, how you communicate is equally important. Phone calls can get missed, and emails can get lost in busy inboxes. Sometimes, you need to make sure you’re touching base in a range of different ways in order to truly communicate with your applicants.
How important is communication?
You already know that talking to your candidates is important. It helps them feel included in the hiring process, allows them to ask questions and helps to clarify the things they are unsure of. This in turn keeps them engaged, making them more likely to continue through to interview and accept any jobs they are offered.
A study by IBM found that candidates who were satisfied with their experience throughout the hiring process were 38 per cent more likely to accept a job offer, and communication is a key part of this. More than two out of every five candidates do not feel that they were kept well-informed by those looking to hire them, which colours their opinion of that company or agency.
For an example of this, IBM found that 61 per cent of those who were kept well-informed throughout the hiring process would recommend the hiring organisation. Out of those who were not kept in the loop, only 33 per cent would recommend the organisation.
It is clear, therefore, that candidates are looking to be kept up-to-speed with developments and for the organisations hiring them to be transparent. Failure to do this will lead to a drop in engagement and fewer potential employees accepting job offers.
What should you be doing differently?
Interestingly, another statistic IBM found was that 59 per cent of candidates who found they could get job-related information through multiple different channels would recommend the hiring organisation. Those who weren’t given this option only had a recommendation rate of 36 per cent.
This suggests that candidates want to have plenty of choice as to how they communicate. After all, a phone call can be comprehensive, but not if you’re on a busy train or in a meeting. Sometimes, a text or email is preferable. Similarly, many candidates would like the ability to call or message you to find out more about a role, while others would like that information to be easily searchable online.
One aspect that should absolutely not be neglected when it comes to communication is mobile. Studies have found that more than half of 18 to 29-year-olds have used a smartphone as part of a job search, with 94 per cent of them using the technology to browse or research jobs online. Mobile devices are a key part of many candidate’s lives, which is something you can utilise.
Most people have access to social media on their smartphones, which can be useful when it comes to communication but also can seem like an invasion of privacy if you use a network other than LinkedIn. However, a simple text message can be all you need sometimes, especially when you need to communicate a bite-sized piece of information.
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