Here is an interesting yet concerning fact – It takes approximately 41 days to fill an open position. However, a high-value candidate is only available in the market for less than 2 weeks. This says a lot about the hiring process and the sheer amount of competition that’s out there to get qualified candidates for a job role. And here were job seekers thinking they were the ones facing all the heat. While it’s evident that you must act quickly and swiftly to get to your candidate, it's only candidate engagement that will help you close the deal.
And candidate engagement is not a day’s job.
If you are looking for an official definition of candidate engagement, well, there isn’t one. It can be explained as part of the talent acquisition process that requires recruiters to keep in touch with candidates via varied channels, including emails, social media, texts, and more, to assure they know they are being considered for the role, even though the process is taking long. As applicant-driven recruitment processes become more common, the need for hiring managers to keep candidates in their talent pool engaged has also grown. With that being said, let’s find out how measuring candidate engagement can help reduce your time to fill and close jobs faster.
Candidate Engagement as a Hiring Metric
One might argue that instead of measuring the candidate engagement process, there are several hiring metrics like interview-to-hire ratio or attrition rate, that give a much refined picture of how well your recruitment process functions. However, if you can religiously track candidate engagement it can not only help you keep potential candidates engaged for a long during the process, but also widen your understanding of applicant-recruiter relationships.
In a general scenario, there are three elements to creating a positive candidate experience, via which an enhanced candidate engagement.
- The tech stack you need to reach and engage with candidates.
- The people who will be engaging with the candidates, from the applicant process to the interview and beyond.
- The method you will use to engage with the candidates at different stages of the process.
While you can employ tools like Skima and Bullhorn to discover the right candidates can reach them promptly, a dedicated team member who can assure that each applicant is objectively approached is also important. Moreover, methods like email during the initial job application, followed by texts, calls, or video messaging later in the process can help make candidates feel more involved.
5 Reasons to Work on Candidate Engagement
Are overwhelmed with the number of recruitment KPIs you need to follow already? Well, we can assure adding this one will not make anything any more difficult for you. It will just blend in with the others. That said, here are 5 reasons why you must track candidate engagement.
It keeps the candidate eager to join
When you're constantly in touch with the applicants it makes them feel more involved in the process and understand that the feeling of them working with the organisation is mutual. To really hook candidates before they even apply, drum up some excitement about your company. Start by showing off your company's vibe on social media or your careers page.
Create videos to give candidates a peek into your company culture. Make sure they're interesting enough to grab attention. You can do other tasks like - have candidates do personality tests online to see if they'll fit in. Share videos of your current team on social media to enhance the employer brand, give virtual tours of the office, and more. When candidates know what to expect, they're more likely to either get excited and stick around or decide it's not for them and opt-out.Builds employer branding
When candidates feel excited and connected to your company from the start, it builds a positive image of your employer brand. Going back to our first original point, engagement begins even before the application stage. Applying social media platforms and career sites to showcase what makes your company special is one of the many ways that not only engages candidates but also builds a positive employer brand.
Effective candidate engagement is more than just a recruitment strategy; it's a reflection of organizational culture and values. When companies actively engage with candidates throughout the hiring process, they demonstrate transparency, respect, and a genuine interest in their potential employees. Positive candidate experiences contribute significantly to building a strong employer brand.Enhance quality of hire
Finding the perfect candidate from a pool of applicants is no less than discovering the needle in a haystack. So, if something can enhance your quality of hire, take the risk and go for it. Candidate engagement significantly influences the quality of hires companies make. By actively involving candidates throughout the hiring process, businesses can enhance the caliber of talent they attract and retain.
Engaging with candidates allows recruiters to assess not only their skills and qualifications but also their cultural fit and alignment with the organization's values. This holistic approach to candidate evaluation ensures that hires are not only competent but also compatible with the company's ethos and objectives. Furthermore, positive candidate experiences during the hiring process contribute to a favorable employer reputation, which in turn attracts more high-quality candidates in the future.Refined candidate pool
Better candidate engagement helps you make the quality of hire and in the process refines your talent pool. Effective candidate engagement allows recruiters to better understand candidates' motivations, skills, and cultural fit. This deeper insight enables them to identify candidates who not only meet the job requirements but also align with the organization's values and goals. So, even if they don’t make the final cut, they can always remain in the pool for a suitable position in the future. In other words, it reinforces ongoing relationship-building, even with candidates who may not be selected for the current role. So, maintaining positive communication can lead to future opportunities and referrals, enriching the candidate pool over time.
Reduce cost per hire
Finally, it’s important to be aware of the fact that there is a cost attached to every hire. The more time it takes to fill a position the higher the cost goes. However, when you measure and analyze candidate experience, make quality hires, and develop a refined candidate pool through the process, the time to fill significantly drops. What does that mean? It means a lower cost per hire. Moreover, through meaningful interactions throughout the recruitment process, companies can build stronger relationships with potential hires, reducing the need for expensive outreach and recruitment efforts.
How to Maintain Candidate Engagement?
Applying a candidate engagement strategy is one thing but maintaining it is a long and tedious task and you must embody. To hire top talent quickly, it's crucial to review applications faster. Why? Let’s not forget that the best candidates are often snapped up within 10 days. Therefore, slow response times can lead to losing competent applicants to competitors. To assist you in the process, use screening softwares. A resume screening software can streamline this process, filtering out unqualified candidates and allowing you to focus on the best. Leveraging technology, such as video interviews and applicant tracking systems, enhances candidate engagement and provides a more efficient, positive experience. Advanced video recruiting tools with features like automated scheduling and interview analytics create a personalized touch, showing candidates you value their application.
Moreover, communication is key; 63% of job seekers are dissatisfied with post-application communication. Keeping candidates informed about their status, even with rejections, maintains a positive employer brand. Adhering to hiring timelines shows respect for candidates’ time and builds a good impression of your company. Clearly communicate the process and promptly inform candidates of any delays. Taking feedback from candidates in the pipeline, regardless of the hiring outcome, shows your company's commitment to improvement and transparency. This approach not only helps refine your hiring process but also builds a positive connection with potential future hires.
Continued engagement that includes personalized communication and timely follow-ups, not only enhances the candidate experience but also streamlines the hiring process. This leads to quicker and more cost-effective hires. Also, a positive candidate experience can amplify an employer's brand reputation, attracting top talent and ultimately saving on recruitment expenses.
Engaging Candidates in High Volume Hiring
Engaging candidates is easy when you have a few roles and a handful of candidates, but it gets tough with high volumes, like hundreds of applicants per job. Even though most will be rejected, it's vital to keep the process engaging. Sadly, 60% of job seekers report bad treatment during recruitment. This matters because 22% will discourage others from applying to a mistreating company. Common issues include long applications, poor communication, and no feedback on rejections. To avoid badmouthing and attract top talent, ensure a smooth and respectful recruitment journey. It's key to maintain clear communication and streamline the process for all applicants.
Candidate Engagement vs Candidate Experience
Candidate engagement and candidate experience may sound similar but they mean different things in the recruitment process.
Candidate experience can be described as the entire journey a job seeker goes through with a company during hiring. It includes everything from finding the job to what happens after the interview. It's about how these interactions make the candidate feel about the company, whether they get the job or not.
Candidate engagement is more about what the company does to involve and connect with candidates during hiring. It's about actively building relationships and keeping candidates interested and informed from when they apply to when they're chosen or not.
End Note
Measuring candidate engagement can impact the speed and quality of hires. Reinforcing the point - while it takes more than a month to fill a position for a recruiter, top candidates are available for only about two weeks. Engaging candidates effectively can help close this gap. It involves maintaining continuous communication through various channels, showcasing company culture, and personalizing interactions. This not only enhances the candidate experience but also builds a strong employer brand. Positive engagement leads to better quality hires, a refined talent pool, and lower hiring costs. In high-volume hiring, maintaining engagement ensures a respectful and efficient recruitment process, crucial for attracting and retaining top talent.
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