The recruitment process is a complex one when carried out correctly. As modern technology improves, we rely more and more on software to facilitate recruitment and, at times, we forget the importance of candidate management.

Candidate management is the process in which we build and maintain relationships with potential candidates. This includes both active and passive job seekers. It is very closely related to employer brand, how the market views you and your company as an employer.

A solid candidate management strategy includes the relationships we develop with candidates, and this has greatly changed recently with Millennials dominating the workforce, with Generation Z joining them. Traditional recruitment methods no longer function as candidates have different needs and expectations than those in the past.

The following advice will allow you to analyse your current candidate management and learn how you can improve.

Lines of communication

Recruitment today is much faster than it was in the past. Candidates aren’t prepared to wait for weeks for a response, particularly not when – in many industries – there is a talent shortage. So communication is essential to keep potential hires informed about each step of the process.

The language you use is going to have an impact on your relationship. Even from the first point of contact, the job posting, you need to ensure that the language you use is engaging for the target audience. If you are recruiting lawyers for a senior role, you don’t need to go into detail about the role of a lawyer, they’ll already know this.

Also, there are far more methods of communication nowadays. Not everybody is able to answer the phone and the new generation is actually almost against picking up a call. Your communication should come in a form that is suitable for them. Some people prefer an email, WhatsApp or social media sites like LinkedIn or Instagram. Ask your candidates’ their preferred method of communication and use it. This is the most effective way to keep your lines of communication open.

The correct communication in candidate management will prevent potential hires from being swayed by other offers during the process. It will also help to build a solid foundation for your long-term relationship.

Mutual respect

Without sounding like our grandparents, we all remember the day when young people respected their elders. Today, it’s not assumed that you will have the respect of your candidates the minute they walk in for an interview. Respect must be earned from both employers and employees.

To earn your candidate’s respect, you need to know your field inside out. This goes beyond knowing your product. You have to know about industry trends, the latest technology in place and what your competition is up to.

While planning your candidate management strategy, consider what it is you are offering. Never spruce up the offer in order to please the candidate. Being honest about what a candidate can expect will earn respect from day one and will also prevent disappointment further down the line.

Building relationships that last

Regardless of your role in a company, whether you are the hiring manager or CEO or carrying out multiple roles, your relationship with the candidate is not likely to end after the interview. Candidate management has to include a strategy for improving retention too. Strong relationships are a great way to keep candidates engaged and less likely to move on.

This is a two-way process. During the interview, we begin to get to know our candidate but there is little room for them to get to know you. Pay attention to things you have in common and build on that. Despite the new generation relying on modern technology, everyone still appreciate a human touch.

As you focus on building strong relationships, you are also enhancing your employer brand. When candidates feel they have a positive relationship with their employer, they are motivated to share this experience on social media sites: A finance candidate will have finance friends, thus expanding your potential talent pool.

Learn their requirements

In the past, the main attraction of a job was the salary. Ideally an impressive salary. Naturally, this is still important but it’s not necessarily the most important aspect for everyone. Other things that a candidate might be interested in are flexible hours, working remotely, and the opportunities to develop their career.

When you ask questions in the interview, actively listen to the response. There’s no point in offering a single mother an impressive salary if she isn’t able to work from home if her children are sick.

A candidate will go the extra mile for your company if you listen and find ways to go the extra mile for them. It will also reduce the possibility of the candidates looking for alternative positions that offer exactly what they are looking for.

It’s not just about those you hire

You may only be looking to fill one position, you may have a number of positions to fill, or you might be expanding rapidly and will need to hire more people in the near future.

So treat those who didn’t get the job with just as much respect as you do with those who get the job. Provide constructive feedback so they feel like they have learnt from the hiring process. Don’t just tell people you will ‘keep their CV in case another opportunity comes up’. Keep a note of their preferred method of contact, keep them engaged in your company, and send relevant messages about openings within your firm as they arise.

In summary

Candidate management in 2020 is all about communication and improving how candidates view you and your company. Take a step back from trying to sell your service or product and pay more attention on selling your company. Listen to what motivates your candidates and find ways to ensure they are happy.

And, whilst over the next few years, technology will undoubtedly play a greater role in all of our businesses, never forget the importance of the human touch.

IS YOUR FIRM LOOKING FOR PROFESSIONAL STAFF?

Contact us today with details if you’d like assistance or to schedule an introductory call to see how we can help.