Companies are in great demand for specialized candidates, but it is not so easy to attract them to the company, along with our offer, many of them may have more attractive offers. Currently, it is the candidates who choose the companies they want to work for, not the other way around.
The way of treating candidates is important, as this has an impact on the Employer Brand. If companies do not professionalize their recruitment process, they will be considered “one of the bunch.”
The candidate should leave with a positive impact from your organization.
The new generations have various tools to train, to communicate and various professional desires, therefore, we must be more competitive to differentiate ourselves from the competition.
Companies must connect with qualified candidates in networks, avoid an indifferent and cold “touch & go” (I touch and I go), if you want to hunt talent, you must differentiate yourself from your competition!
Remember that candidates who have experienced a successful Recruitment process become Ambassadors of your Brand out of conviction!
How to be competitive in the labor market to attract qualified candidates?
- The application process should be simple, practical and attractive to the candidate.
- Informs the status of the vacancy application
- Give feedback to your candidates
- Improve your Value Proposition to the employee
Remember that technology will never replace empathy, humanize your Employer Brand.
Benefits of Candidate Centricity:
- Talent attraction
- Better brand reputation
- Competitive advantage
How to implement Candidate Centricity?
On several occasions, candidates are not clear about the recruitment process. What will the recruitment process be like? How many stages will it consist of?
- Provide clear information
Guide candidates from the “post job”, do not encourage candidates to go on a pilgrimage to collect the data to apply
- Involve employees
Both the Candidate and Employee Experience do not depend entirely on the recruiter, but on the entire company, involve them!
- Generates the candidate’s Culture of Satisfaction
Plan the recruitment process, establish indicators, goals, define templates.
You can provide verbal or written feedback to candidates, but be sure to capitalize on this opportunity.
- Notify when candidates their status
When the candidates conclude their participation, during the recruitment process, notify them.
- Do a Satisfaction Survey
The Candidate Experience Survey should be a great source of information to improve your process, we must always improve.
If the candidates who have just applied for your vacancy rate you, what would they say about you and the company you represent?
Promote Recruitment Processes with Quality and Empathy, there is a lot to do and each one from our trenches, we can improve, turn your Candidates into Ambassadors of your Brand!