Is Candidate Engagement Top of Your List During the Recruitment Process?

Candidate engagement is a key priority for many organisations who value the link between high levels of engagement and high work performance.

With engaged candidates, translating into engaged employees, said to be happier, more innovative, likely to stay longer and generally more healthy and satisfied – sit back and read our new blog!

Effectively, engagement is the result of doing other things right. It starts at the point a person has their first interaction with your organisation, and making sure it’s a positive interaction. What someone hears, reads and the information they are asked to submit on your website all have an impact on their opinion of you and your business. This effects and develops their level of engagement with you as an employer from day one.

Effective Candidate Engagement Tools

There are many obstacles during the recruitment process which can affect the level of engagement you’re giving candidates.

We’ve established that the whole organisation needs to be involved and focused on creating a culture of engagement, and the capability of your leaders in making this happen is vital. With support from HR teams, you need leaders who empower their teams, encourage participation, are authentic in their interest in staff, drive change, involve people and maintain an open and transparent communication style. If your external brand says you’re a great place to work, then you need leaders who make it a reality.

Listening to what candidates say will also help you to understand what is important to them and, therefore, help  fine-tune and influence your engagement activities.

In summary, a strong culture of flexibility with supportive leaders and clear channels of communication will go a long way. The ability to adapt to new ways of working and embracing change in technologies will help you to work in the way that your staff are, but don’t forget the personal touch – face-to-face conversations should not become a thing of the past.

How do you measure the impact of candidate engagement on your business?

It’s really tricky to put a financial measure on the success of a good engagement strategy. However, it can be done, and it’s not all about money. If your staff are more engaged, they are going to be more productive, stay longer and through gathering feedback, you will know that they are happier.

A motivated employee who feels fully engaged with their employer will have less time off and will give both their colleagues and customer a better service as a result. Customer satisfaction and compliant levels are very tangible indicators.

So, we’re back to the full circle to ‘The Employment Experience’. This of course is subject to ongoing improvement and development as time chances. Ultimately, the candidate experience reflects engagement in your organisation which, in turn, supports your employer brand.

5 Strategies for Building Effective Talent Pools in a Competitive Market

So, your team have spent countless hours and resources recruiting into a role. You’ve had to go back out to market for a role you’ve had hundreds of applications for before.

You may begin to group your candidates together in your Applicant Tracking System – but, you can’t always dip into it and find an easy fill. Shouldn’t that be how talent pools work?

Shouldn’t I be able to fill roles quickly using candidates I’ve kept in my talent pools?

Despite popular belief – having a bunch of previous applicants or data-mined candidates does not always constitute a talent pool, let alone a fruitful one. Bear in mind, there are a lot of different factors that can contribute to either the success or failure of your talent pools.

For quite some time now, talent pools have allowed HR teams and recruiters alike the ability to recruit effectively and efficiently, without having to invest tonnes of resource into it. So, without a shadow of a doubt – if you aren’t leveraging the recruiting power of talent pools, they could be the most effective recruiting tactic you’re ignoring.

First things first – what are talent pools?

Talent pools are shortlists of candidates that aren’t currently being considered for a role by your organisation (they’re not technically applicants). They may be previous applicants that didn’t fit the role they applied for, or you may have found them via other means.

If you really think about it, the majority of the population could be your talent pool. Which, technically, is correct. However, it would be an impressive feat to be in consistent communication with that many people…

It’s important to remember that talent pools don’t always need to contain candidates that match up for current vacancies. Instead, they’ll be candidates that you want to keep an eye on for the future.

Therefore – effective talent pooling is an efficient way for recruiters to maintain a constant flow of candidates into your business.

But, what strategies can you and your team implement to begin building effective talent pools?

  • Engaging Unsuccessful Applicants

Just because a candidate wasn’t suitable for a role they applied for previously, doesn’t mean they aren’t suitable for your company at all. These candidates who have already shown significant interest in your company by applying are ideal for your talent pool. 

In the UK, each vacancy receives a tonne of applications. That leaves plenty of unsuccessful candidates that, if you’re not careful, might not show interest in working for you again. But, you’d like to think that at least a handful of candidates who aren’t suitable for the role they initially apply for might be relevant for your company in the future, right?

Think about it – all of these candidates have been assessed against your indicators and company values. So, you understand their competency and have already invested a significant amount of resource into them to find that out. Why not try and get the most out of them?

If you really want to begin building talent pools of previous candidates – it’s important to keep interview notes, interviewer feedback and information around why they weren’t hired for the role. All of this information is talent pool gold, because it helps you and your team decide who is truly relevant.

  • Careers Fairs & Events

Investing time and resource into recruitment events and careers fairs is a great way to build your employer brand, whilst attracting top talent to your company and familiarizing them with exactly who you are.

Events take a lot of planning, because there’s a lot going on. It can be hard to manage and nurture all of the candidates that register and attend. Usually, it’s a case of getting candidates to sign their details onto a spreadsheet, for them to be sent the occasional email blast with ‘Current Vacancies’ in hope of generating a few extra applications somewhere.

Talent pools are a far more effective way of tracking these candidates, and keeping tabs on them.

One of the most difficult things in recruitment is determining ROI. As hard as it may be to believe – talent pools make it easier to determine the return you see. How, you may ask?

A strong Applicant Tracking System is to recruitment, as Google Analytics is to marketing. It allows you to track where your visitors, or applicants, come from, and whether or not they end up applying. Through it, you can determine how successful each of your recruitment endeavours is.

If you already have a bunch of spreadsheets from events with hundreds of candidates’ details, it’s usually pretty simple to import them into your ATS to begin managing your talent pools more effectively.

  • Internal Talent Pools

Recruiting is both expensive AND challenging, especially if you’re looking to hire for more senior roles. So, being able to turn to a pool of internal candidates can be a big time and cost saver.

So, why are internal talent pools better than looking externally?

Well – your recruitment team will already have a strong understanding of candidates’ competencies, while the candidate already has an idea of the role and the requirements of working for the company. Also, you can be confident in the fact that your internal candidates will be a good cultural fit for your business.

Promote your open roles to your internal talent pools in a similar way to how you would for external candidates. More often than not, internal candidates can be dissuaded from showing real interest in a role when they’re forced to apply.

Adopting a similar marketing approach for internal candidates as you have for external candidates will result in far more internal applications, and more effective succession planning.

  • Company Leavers

When people leave your company – it’s often not forever. In fact, from the thousands of exit and retention interviews we’ve completed for our clients – more often than not, leavers would be interested in returning at some point down the line. So, what do we do for our clients when leavers tell us that?

Correct – we put them into a talent pool. But, how do we get them there?

Exit interviews are perfect for building a talent pool of previous employees who would consider re-employment with your company in the future. Conduct the interview with each of your leavers, and ask them whether or not they’d be interested in hearing about future opportunities. If they say ‘Yes’ – put them in your talent pool.

It’s a simple way of building talent pools of candidates who already know what it’s like to work for your company. That’s invaluable in recruitment.

  • Networking

Networking isn’t just something that should be left up to the sales team – it’s very much a powerful recruitment tool, too.

This method is, arguably, one of the most effective, because it often results in a lot of referrals. Which, according to RecruiterBox, means that you’re more likely to retain your new hires – with companies finding that referred employees are 23% less likely to quit than other hires.

Your brightest and best employees should proactively network and engage with talented employees in similar roles or with the desirable, transferable skills that are required to succeed in your industry.

 

To conclude – building effective and efficient talent pools is only one part of what constitutes a successful recruitment strategy. Alone, they won’t work as effectively. However, when combined with effective attraction strategies, consistent and appropriate engagement, and seamless onboarding – your talent pools should be concomitant, and basically fill themselves.

The 3 Big Mistakes that are Damaging your Employer Brand (and how to fix them!)

Every year, companies invest tonnes of resource into building their employer brand.

Why? Because your employer brand is the cornerstone of your reputation as an employer. It’s very much a candidate-driven market, so you’re competing with other organisations for the same pool of talent.

How do you differentiate yourself from your competitors? How do you stand out amongst the crowd?

Simple – your employer brand.

As defined by the CIPD, your employer brand is:

“…a set of attributes and qualities, often intangible, that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those who will thrive and perform best in its culture.”

Ultimately, it boils down to how you position yourself as an ‘employer of choice’, amongst your competitors and the pool of candidates. Contrary to popular belief – it’s not all about how big you are as a company. It’s not about how successful you are, or how much money you make. It’s entirely about how your employees feel working for you.

According to Glassdoor – 69% of candidates would not take a job with a business that had a bad reputation.

It’s quite clear how important your employer brand is, especially in generating the greatest return possible for your recruitment endeavours. But, what mistakes could you be making that are damaging your employer brand?

  • Not understanding, or trying to understand, where you’re going wrong

Nothing is perfect, and mistakes will always be made. To save yourself from making the same mistakes over and over again – you need to understand exactly where you’re going wrong. Is there something wrong with your recruitment process? Do your management team require any additional management training?

At what point, in an employee’s experience with your brand, do things go wrong?

Finding this out is simple, and resolving the issues will work wonders for your employee turnover, experience, and employer brand. However, it does require some additional investment of resource.

Solution: Exit and Retention Interviews

It’s simple, isn’t it? If you don’t understand what’s going wrong – ask. The very people who are experiencing what’s wrong are your employees, and they’re the ones you should be asking.

Implementing an exit and retention interview solution is the perfect method for finding out what you need to know. The following questions could form the basis of your solution, and help you really get to the bottom of any employee issues your business suffers from:

  • What do you enjoy about your role with us?
  • Is there anything you would change about the role?
  • What was your main reason for leaving our business?
  • What could we have done differently to have made you stay?
  • What advice would you give us to make future joiners more comfortable?

Use the information these questions give you to improve your recruitment process.

  • Your candidates don’t feel respected or valued, particularly if they don’t get the job

Regardless of what happens – it’s important to make sure your candidates’ experiences are always positive, respectful and fair.

Understandably – you can’t offer every applicant a job. Candidates know that, they understand it, and they respect it. You not offering them the role they applied for isn’t what damages your employer brand.

It’s how you do it. Also, in most instances – it’s whether or not you actually do it.

Think about it – candidates apply for a role with your company. They get through a couple of the initial pre-screening stages, after which your recruiters determine they aren’t suitable to continue through the process. You let all of them, regardless of how many there are, know the outcome – right?

Sadly – most companies don’t. Completely cutting your candidates off without even communicating with them is more damaging to your employer brand than letting them know they haven’t got the job.

Solution: Communication

Solving this issue all boils down to something as simple as communication.

Keep candidates informed throughout the process, from receipt of their application, through to the final decision your recruitment team make. There’s nothing more nerve-wracking for a candidate than waiting to hear back from an employer about a role you applied for.

There’s nothing worse than waiting to hear back from an employer, and not hearing anything at all.

There’s also nothing worse for your employer brand than having a bunch of candidates with negative opinions of your company, simply because they didn’t hear anything from you. Even if your communication is letting the candidates know they’ve not been successful – they’ll appreciate it a lot more than being left in the dark.

If you’d like to go the extra mile – offer candidates the opportunity to call your team to receive detailed feedback on their performance, and give them advice on where they went wrong and how they can improve it for next time.

  • Your company has a weak online presence, and you’re difficult to find

It’s common knowledge that, nowadays, all of your potential candidates will be researching your company, and trying to find out as much as they possibly can. Why? Every bit of information they find will help inform whether or not they actually want to work for you.

That being said – potential candidates can only find the information if it’s there to be found.

In an environment as competitive as recruitment, especially in some sectors, this lack of information can often be the difference between receiving the application, and not. In that vein – the candidate that doesn’t end up submitting an application may well have been the one who would’ve received the job offer.

With your online presence, it’s not necessarily a case of damaging your employer brand – it’s more that it will never truly materialize.

So, how do you solve this problem?

Solution: Update your Website & Manage your Social Channels

Having a company Facebook page and Twitter account is a good start – but it’s no longer as simple as that. Job seekers and potential candidates expect employers to have built and be maintaining a strong online presence across multiple channels. What does this mean? It means a user-friendly company website and active social media accounts as a bare minimum.

You don’t need to invest hours of marketing and recruitment resource into building your online presence. It all starts with talking about recent company news across your social channels, sharing photos and videos of achievements, and generally showing pride in your brand.

More importantly – engage with potential candidates as often as you can. Respond to their reviews. Ask and answer questions. Share relevant content. Keep them involved in the conversation.

 

Building a strong employer brand will always make your company more appealing to potential candidates. Something as simple as this can help you compete in the market, and gain the upper hand over your competitors. Whilst it’s simple to build – it’s also just as easy to undo all of your hard work and send yourself back to square one.

To build a believable employer brand – you need to be a good employer. There’s no way to fake it. You need to understand where you’re going wrong, communicate with all of your candidates regardless of the outcome, and get yourself online.

Your employer brand isn’t just a passing trend – it’s something that can, and will, directly affect the success of your recruitment efforts.