Debate about whether recruiting is sales will likely continue until the purple squirrel jumps over the moon. But one thing talent acquisition professionals can agree on is that recruiting requires communication.
Even so, recruiters sometimes fail to recognize that candidate communication needs to be ongoing.
With this in mind, here are the four stages of candidate communication, and what is required during each.
Inquiry
The first stage of candidate communication is the inquiry stage, which can be initiated by the recruiter or potential job candidate.
The recruiter may reach out to a prospective employee via social media, text message, email, telephone or at a live meeting or virtual event. Similarly, a person interested in working for the company may inquire about opportunities and connect with a recruiter.
At the inquiry stage, a recruiter and potential candidate are assessing each other. Communication may be brief and lead nowhere. However, if there is mutual interest, a conversation will ensue.
Assuming the recruiter thinks the person is a fit for the company, this interaction will lead to the next stage of communication.
Application
During this stage, the recruiter encourages the potential candidate to apply for a position with the company.
The conversation at this point is usually more specific. The person typically asks questions about the company and the job.
This is when the recruiter provides details about benefits, growth opportunities, and more. What if some of this information has already been shared during the inquiry stage? The recruiter should go over it again and expand on what was said, now that the person is about to become a job applicant.
At this point, the recruiter should also share information about the hiring process. This includes letting the applicant know when he or she can expect to hear back and what will happen if the application moves forward. Sharing details like how many interviews take place, when references are contacted, and so forth provides insight into the process—and shows that there is a process. Besides being “nice to know,” it speaks to the company’s professionalism.
The recruiter should also let the person know what will happen if he or she is not a candidate for the job. Will the recruiter or someone else reach out? Will the system generate a message? Or is the applicant to assume that no news is bad news? And again, what is the timeframe?
Interview
If the applicant becomes a candidate, he or she moves to the interview stage.
The recruiter or someone else from the talent acquisition team should now explain the interview process, which includes letting the candidate know with whom he or she will interview and when.
Ideally, the recruiter will provide information about the interviewers’ backgrounds and how their roles relate to the position for which the candidate has applied.
This is the time for the recruiter to reiterate what the job entails, and to talk about the company culture. Seemingly simple things like what people wear to work will help ensure that the candidate is prepared to interview for the position.
Post Interview
After the interviews take place, the candidate shouldn’t be left hanging. A simple follow-up will again speak to process and professionalism.
Here’s a basic message any candidate would be happy to receive.
“Thank you for your interest in XYZ Company as an employer. It was a pleasure meeting with you. We will be making a decision about the [insert title] position within the next [insert timeframe, e.g., two weeks] and will contact you again at that time.”
If the recruiter has established a rapport with a candidate, the recruiter may want to reach out directly. This approach is recommended when the candidate isn’t likely to get the job but is someone the company would consider for another position.
Remember, candidate communication is about relationship building, as well as employer branding. How does your organization measure up?
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |