A positive candidate experience is crucial. Candidates are less inclined to lie about their qualifications, abilities, and experience if they are treated respectfully throughout the process.
Employers can streamline recruitment by using applicant tracking systems. Continuous sourcing of candidates can help employers maintain a talent pool for when new vacancies arise.
Texting
Recruiting solutions are software applications designed to streamline and optimize the various recruiting and hiring processes. These tools are used by HR professionals, recruiters, and hiring managers to attract, evaluate, and select candidates efficiently. Today’s candidates want to be communicated with more efficiently. They demand faster communication and prefer businesses that care about their needs. Technology like text recruiting meets these demands and helps recruiters achieve hiring goals faster.
Compared to email, texts have a much higher open rate. Texting allows recruiters to keep in touch with candidates at the most convenient time, which is crucial when trying to find top talent.
However, texting can also be tricky. Using informal slang or emojis can leave the wrong impression, making potential employees feel they must be treated professionally. In addition, shorter messages or irrelevant information can be frustrating for applicants. Ensure that you send only essential and relevant messages and that candidates consent to receiving them. It can be done by asking for permission to communicate with them via text in the initial stages of your recruitment process.
Social Media
Social media is a great way to connect with passive candidates and promote job openings. It can also help you foster employee referrals and showcase your company’s culture. It can reduce the time to hire and costs associated with recruiting efforts.
Passive candidates are not actively looking for a job but may check out your company’s social media pages out of curiosity. Engaging them makes them more likely to share your post with their network, increasing your reach.
Recruiters can find qualified candidates on social media platforms. Unlike traditional recruitment methods, social media offers the ability to quickly identify professionals with desired credentials and spread information about job openings. In addition, it can also be used to foster networking and collaboration at a global level in industry-specific groups or online discussions. It can also help you address unconscious bias in the hiring process by enabling recruiters to set clear criteria and evaluate candidates objectively.
Video Interviewing
Video interviewing is a recruiting solution that allows recruiters to see candidates’ communication skills and nonverbal cues. This technology is also helpful in sourcing talent from remote locations. It can save time and money by reducing the number of phone screens and enabling recruiters to review candidates more thoroughly.
One-way video interviews allow candidates to record themselves in their home or office, usually at a time of their choosing, and then send them electronically for evaluation. These interviews are often referred to as asynchronous job interviews.
During a video interview, candidates should ensure their camera is in an area with good lighting and a neutral background. They should dress appropriately and be prepared to answer a few basic questions, such as why they want to work for the company and how they would approach specific projects. Candidates should also practice by doing a mock interview with a friend or colleague. They should also test their equipment, including their internet connection and hardware, ahead of time to minimize technical issues.
Referrals
Recruiting through referrals is an excellent way to obtain candidates quickly and efficiently. However, setting clear goals before implementing an employee referral program is essential. Recruiters should also decide whether to use referrals as the primary recruitment method or for hard-to-fill roles. It will help them determine the best time to ask for referrals and ensure they are used appropriately. Referral programs should also be designed to mitigate concerns around favoritism and conflicts of interest by establishing clear guidelines for employees regarding who they can and cannot recruit.
Additionally, keeping the lines of communication open with recruiters and referred candidates throughout the hiring process is essential. It will ensure that both parties know the candidate’s status and can provide necessary feedback. Finally, many organizations prefer to split referral bonuses and pay them at different times in the hiring process. It allows them to avoid paying the total bonus at once and can reduce their cost-per-hire.
