Nailing candidate communications: a quick guide

Recruiters need to do more if they’re really going to nail candidate communications.

While the recruitment process is slowly improving, many candidates are still left unsatisfied when applying for a new role. A whopping half of candidates say that they never even hear back from employers.

Candidates who aren’t informed of the status or decision of their application are less likely to re-apply to that company. So how many bridges are you burning by not sending out a quick email to these candidates?

Communicating well with your candidates can have a significant positive effect on your company. It improves your employer brand and makes your job more appealing to the best applicants.

To help you get your candidate communications back on track, we’ve created this handy guide:

Setting candidate expectations

To stop your candidates feeling frustrated further down the line, give them clear advice that will set their expectations for the process.

From posting the job ad through to sending out interview feedback; you should explain to candidates how many stages are involved in your hiring process and be clear on how long each stage takes.

Talk about your company culture and shared values. This will help them decide whether your company is the right fit for them, saving you from wasting time on applicants who may not make the cut later on.

Don’t spring any nasty surprises. Let them know about any aspects of your hiring process that might help them prepare, such as a competency test, group or video interview.

Saying the right thing at the right time

The basic rule is to communicate in a way that you’d appreciate. This starts with sending out communications at the right time. Here are the key points of contact:

·       Upon receipt of application

·       Shortlisted for review

·       End of campaign

·       Selected for interview

·       Interview details and confirmation

·       Thanks for attending

·       Interview result

Remember, if you haven’t contacted your candidate in the last three weeks they may have given up. Send a quick update to remind them that you’re considering their application.

Personalise all your messages with the candidate’s name and a reference to the vacant position. Also provide precise instructions on what they’ll need to do next (including who to meet, where to go and when to be there).

94% of professionals want interview feedback if they are rejected, but only 41% actually receive it. Give personalised feedback and offer advice on how to improve performance for future interviews.

When you’ve chosen your favourite candidate, make sure you let unsuccessful applicants know first. Candidates – especially those within the same industry – are more connected than ever, and learning that they’ve missed out on a job through the grapevine would leave a bad taste in the mouth.

Using the best recruitment tools

Auto-response software is a great way to communicate with candidates at specific action points. For example, when someone applies for a role, they’ll automatically receive a thank-you email and feel valued by the company.

If you’re planning on sending out bulk emails, make sure you hit your deadlines by uploading the template in advance and either scheduling it to go live, or setting up a notification reminder.

Social media is your friend. It’s a great way to directly communicate with candidates. In fact, LinkedIn provides the best candidates of any recruitment channel after personal referrals and develops a close bond between the employer and prospective employee through direct messaging and posts to the newsfeed.

By following these simple steps, you can truly start to nail your candidate communications and set yourself apart as a recruiter to rely on.