4 Tips on How to Get Your Recruitment Communication Right

February 19, 2014

In this article, we share some key tips how to ensure that your candidates are well-informed in each stage of the recruitment cycle. Providing detailed information on what the job would look like may lead to more thought-out and higher quality applications, while timely responses and quality feedback can positively influence both the candidate experience and your reputation as an employer.

Details that an invite for interviews or assessment days should include:

Date and time of the interview

Name and position of the interviewee

Contact number of a person who may be contacted on the day

Location, ideally attach a map

Approximate length of the interview and/or AC

The type of questions and exercises candidates should expect

Ask whether the candidates need any special assistance on the day

Confirm the candidates’ contact details through which you may inform them about any unforeseen changes to the schedule

#1 – Be specific of your requirements.

Avoid statements like ’sufficient experience in a relevant role is required’.  Instead, give examples of what constitutes as ’sufficient experience’ (e.g. minimum of two years in the field of IT project management) and provide a concise but detailed description of the tasks. When candidates are fully aware of the recruitment criteria, their self-selection is more likely to be accurate and the ratio of suitable applications increases.

#2 -Be honest with your candidates.

Be honest with candidates and give them a realistic preview of the scope of activities and tasks the role would entail. For instance, if it is a highly repetitive role, be very upfront about it, otherwise you might face high rates of staff turnover not talking about the associated costs. If the job is not a typical full-time permanent position, make sure that your candidates are well aware of it (e.g. highlight information on the lengths of the contract, any evening or weekend shifts and the amount of travelling that may be involved).

#3 – Be clear and transparent on the recruitment process.

In terms of online applications, sending an email to confirm that an application has been received and is being reviewed can make your candidates feel welcome and valued. Advising your candidates that they would be shortly contacted regarding the status of their application and/or enabling them to track the progress of their application online can decrease the volume of enquiries and make a positive impression of your company.

There is quite a competition for talents where time is a crucial factor in retaining the best candidates. If you face difficulties with processing the applications in time, let your candidates know that their applications are still being considered, apologise for the delay and thank them for their patience and interest in the position. First, this gives the impression that your company does value its potential future employees; second, this may reduce the amount of inquiring correspondence you are likely to receive upon delay. Do not forget that the best candidates are fairly unlikely to be sitting at home all day long waiting for you to come back to them, but are rather involved in multiple recruitment campaigns and can get an offer in any minute.

While in the very early stages of recruitment it is acceptable (although not desirable) contacting only the successful candidates, once an applicant has been interviewed or attended an AC, they deserve and will expect to be informed about their results. Giving timely and sufficiently detailed feedback is of primary importance to contribute to a positive candidate experience.

Talentsift tools provide candidates with instant feedback on their performance. Contact us to learn how we can help your recruitment process.

#4 – Positive recruitment experience is the best marketing for you as an employer.

Small things like providing detailed and timely responses to candidates will make them feel valued and respected, and provide a positive recruitment experience with your company.

Many of your candidates may be employed full-time, thus it is important to give information on the provisional dates for the different stages of the recruitment process (e.g. telephone interview, psychometric testing, assessment centre day, panel interview), enabling the applicants to plan well in advance. Outlining the next steps of the process and the associated deadlines may help the candidates reduce the amount of stress due to the uncertainty involved in their job hunting and it also helps reduce the volume of enquiry regarding the different stages of your campaign.