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Did you know that 65% of candidates are looking for personalized communication from employers? If we’ve been waiting for the “War for Talent,” congrats – we’ve made it! No time like the present to do anything to differentiate, especially if you’re in a highly competitive industry (by the way, that’s anyone hiring these days).

First question. How many templates for communication do you have pre-built in your Applicant Tracking System (ATS)?

Second question. How many have you personalized to make them more impactful to the human receiving it?

On average, most (not all) candidates receive 2 pieces of communication from recruiters.

Upon application: “Thank for your application for [Insert Job Title]. We appreciate your interest and if there’s a match we will be back in touch”

Upon disposition and/or at closing of the job: “Thanks for your interest in [Insert Job Title]. At this time, we have decided to pursue another candidate that was a better match for the position. We will keep your application on file for other positions we may have in the future”

What the candidate comprehends: “Thank you so much for applying to our position! We know you will be checking your email 1,000 times a day waiting to hear back from us. Don’t call us though, we’ll call you, with the fine print of “if we’re interested.” If not we’ll send you the next communication to say, “Thanks but no thanks, we’ve moved on.”

Most recruiting professionals follow surveys, reports, and watch webinars. Many of these repeat that candidates LOVE communication. However, why are most companies so bad at communicating? Some companies just have too many candidates to respond to, or maybe the process to respond is only if there was an interview or some interaction. What about all the candidates that apply during multiple stages of the open requisition? Maybe they were the first to apply, or the last, or there’s a pending offer, or maybe the position is stalled by a Hiring Manager (that never happens), or the position’s been put on hold, or the worst is maybe it’s an evergreen req that never gets closed. Evergreen = Black Hole Forever.

Now, I’m not saying all, but most ATS’s these days have templates you can use for multiple steps including dispositions in the hiring workflow. Use technology to better your engagement. The communication doesn’t have to be super personal, but should be directed to the human being who probably is very interested in working for your company. They may not be a good fit now, or they may be a great fit, but you never knew…but that’s another blog. Let’s think about it in another way. The candidate may be a consumer of your brand, so they are also a customer. We all know how companies feel about customers, which makes your candidate a customer of the recruiting process. If you were to ask your candidate to rate your product, what would they give you for communication? Inquiring minds would like to know.

Looking to up your game? Connect with our Recruiting Services team to make your communication more engaging!

Lisa Helms
Lisa Helms
Lisa Helms is Purple Ink’s Director of Recruiting, HR Technology. She has a true passion for helping companies gain a competitive edge utilizing her many years in Talent Acquisition. Over the years, Lisa has been a part of how technology has evolved the HR practice and can help organizations hire more effectively.

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