Finding the best talent for your company is more than a simple review of resumes to identify the most fitting qualifications. Recruiters are an important component of generating interest in open job positions and finding the perfect addition to your team. As a recruiter, harnessing the correct communication channels and methods can veritably enhance your recruitment pool. Below you’ll find 5 helpful tips for improving the communication process when recruiting new team members.
Use the Right Technology
Though technology can make the decision-making part of the recruitment process simpler, it also creates an open, concise communication environment that is attractive to prospective employees.
Applicant tracking systems (ATS) make narrowing down hundreds of applicants easier by using software to identify target keywords and responses in submitted applications. ATS will scan through knockout questions.
If answers to these initial questions do not align with a company’s interests, an automatic rejection occurs. LinkedIn and ZipRecruiter have knockout question options that will notify an applicant before submission if their answers do not align with the company’s requirements.
These questions benefit applicants because it allows them to get an immediate sense of whether they have the non-negotiable requirements for this job. They can choose right off the bat not to continue with the application process if these questions do not align with their career goals or qualifications.
Enhance the Language and Structure of Job Postings
Listing language has a huge impact on not only whether candidates engage with the posting, but if the ideal candidates choose to apply. Your job pitch should be just as exciting as they are specific, even when relaying daily duties and requirements. It is not enough to tell candidates they must be a “team player”: you should always make an effort to outline what a team player looks like so applicants can develop a personal connection to the position.
When describing the workplace, you should be honest about the goals of the company while highlighting the benefits of working there. If the position is remote, talk about how the work environment is a “commute-free, flexible source of innovation and collaboration that aims to [do] x, y, and z.”
A job posting should also be organized in a way that grasps a reader’s attention from start to finish. This means integrating bullet points wherever possible and keeping the listing punchy and brief. Effective communication requires showing just as much as telling. Short listings — preferably under 500-700 words — show applicants that you value their time and will honor this throughout the employment experience.
Assess the Employment Experience Through Detailed Exit Interviews
HR professionals understand the importance of an exit interview cannot be understated. It is the perfect opportunity for a company to assess areas of improvement and what current processes are successful. First, exit interviews should be conducted orally whenever possible. Having this personal connection at the end of employment is crucial for getting the most in-depth, helpful responses from former employees. It also allows you to pick up on physical cues expressing discomfort or satisfaction with the process or job experience.
Second, the questions you ask exiting employees should be specific to their position. If this employee was a cherished one, these questions will lead to answers that can help you attract a candidate who is just as valuable, as they will likely have similar interests and expectations.
Exit interview questions can include:
- Why are you choosing to leave the company?
- Was this position on par with what you expected when applying?
- Describe your relationship with your supervisor.
- What were your favorite parts of this role? Least favorite?
- What would you do to improve this role or company practices?
Once the interview concludes, use their answers to adjust the job description and listing as needed. You want future applicants to have a better idea of the job if the previous employee didn’t feel that way. Staying proactive in this respect is a simple way to prove to top talent you’ve done your research and are interested in the opinions of all employees, current or past.
Emphasize Training or Learning Opportunities
Many candidates are looking for growth opportunities within the company. Methods of growth are often accompanied by training modules to prepare for promotions. On a job listing and during an interview, you should always let prospective team members know about the training programs available and how they work.
Discuss how your company’s training programs differ from your competition’s. Add links in job postings that direct to web pages with specific training information. Include highlights like:
- Diverse internal training leaders;
- Monthly optional modules from expert guest lecturers;
- Employee mentorship programs.
Just as important, make sure the training itself is valuable for employees. You can do this by tracking the effectiveness of training programs. Ask employees to fill out a short questionnaire after sessions that reviews the quality of the information given, how engaging the module was, and whether they found the course to be helpful.
Offer Accessible Candidate Feedback Mechanisms
Whether or not the interview process leads to a new hire, you should always create an opportunity for candidate feedback. This leads to an increased chance of successful future hires. Offer a digital, post-interview survey that is a mix of multiple-choice and short answers. You can also schedule a follow-up call with candidates that is a feedback exchange, which is helpful for both parties. If a candidate notices their feedback has been actively used to alter company processes, they’ll be likely to refer others to the role who due to their positive experience.
Katie Brenneman is a Guest Contributor at HR Daily Advisor.