Thanks to a number of software companies the recruitment consultants can perform an automatic CV analysis to quickly bring out essential information. This is called CV parsing. However, task automation should not replace the essential element of a successful candidate experience: the human.
Establish personalized contact at each stage of recruitment
Have you shortlisted the few most promising candidates from your CV database? Have you had the interviews conducted face-to-face or remotely by videoconference and are you now exchanging between employees to determine which candidate best meets your selection criteria? In case of Talent sourcing this is an important task now.
This step can take a long time, depending on the availability of each employee involved in this recruitment. During this time, don’t forget to communicate with the candidates. Their future depends on their response, so they have high expectations. According to the CareerBuilder study on factors for improving the candidate experience mentioned above, almost a third of the candidates interviewed said that they expect more communication during the recruitment process. Whether they are selected or not, a simple SMS or e-mail at each stage of the recruitment process, taking stock of the status of their application, would relieve their expectations.
The software precisely integrates a functionality allowing sending e-mails and SMS in one click to the candidates of a recruitment. Thanks to this action, you ensure a personalized, direct and fast contact with the profiles having applied to your job offers. These communications can be automated and personalized. In addition, in its premium version, the software allows you to send applicants a follow-up link to their application file.
Create a personalized relationship with candidates using e-mail and SMS
However, be careful to avoid the recurring pitfalls of this type of communication: standard emails or SMS. This type of contact is to be avoided because it gives an impression of automation of human relations with the candidates. It was a disappointing experience, especially for the candidates who were not selected. For the latter, do not forget to explain the reasons why you did not select them. Even in case of refusal, their candidate experience must remain positive.
After the candidate experience: the employee experience
Have you found the ideal profile? He signed his employment contract and will soon join your teams? Did you warn all the other candidates of their refusal? The candidate experience is not over yet.
Let us recall the three stages of an inbound recruiting strategy: attracting talent, recruiting the right profiles and retaining them as employees. So you have attracted a certain number of talents, but you have retained only one. Beyond the selected candidates, it is also very interesting to retain the candidates in order to build up a pool of talent. Because if the next step in your HR marketing strategy is to transform employees into business ambassadors thanks to, among other things, onboarding, talents who have shown a keen interest in your organization are equally affected.
