If you’re not nurturing talent communities, you’re wasting time and money. Try these three strategies to start today.
“We build too many walls and not enough bridges.”
— Isaac Newton
Which would you rather be treated as: an anonymous applicant or a real, human person?
Go ahead and think it over. This blog post isn’t going anywhere.
Didn’t need to give that much thought, huh? Nobody wants to be reduced to a target audience, a demographic, or a list of their accomplishments. Top candidates want to connect with your company on a one-on-one basis. How can you facilitate this kind of high-touch candidate experience in a scalable way?
Bridge the gap between you and your candidates with these three strategies to nurture talent communities:
Soften the Ask
The abandonment rates for online job applications are staggering. estimates that 60% of candidates abandon online applications before completing them; a recent put this closer to 90%. Face it — job applications are a terrible way to begin a relationship. Starting with something softer can help you make contact earlier in the candidate journey, increasing your chances of getting them in the door when application time comes.
One foolproof strategy? Change the call to action. Try offering candidates a conversation rather than a job application. Help them connect to your culture through social media, culture content, and even live, online events. Here at Brazen, we’ve found that candidates are twice as likely to attend an online event than apply for a job online. (Need inspiration? Try these 8 Networking Event Ideas.)
Prioritize the Candidate Experience
According to , 92% of candidates never get called back after applying for a job. After painstakingly filling out an application, most of theses candidates never receive any further contact than an automated receipt. Of the candidates who did make it to the interview process, only one in five reported receiving a quality final communication. Not exactly a positive experience!
This is a problem for several reason. For one, candidates who enjoy their interactions with a potential employer are much more likely to advocate for your employer brand. With , you need to make the most of every opportunity for a favorable Glassdoor review.
Equally important — candidates who have a good experience are more likely to reapply at a later date.
Which brings us to our last tip…
Re-Engage “Boomerang” Candidates
Repeat after me: candidates are not disposable. Today’s wrong fit might be the perfect fit for a later opportunity (or they might know someone who is). On , HRU Technical Resources President summed it up candidly:
Those folks in your internal database aren’t crap. In fact, they now have more experience doing whatever it was you wanted them to do to begin with. They’re actually better. Maybe, better than what you actually hired the first time around!
Think of candidates less as one-time options for specific jobs and more as members of your own personal talent pool. As stated earlier, only one in twelve candidates get invited back for an interview. When you nurture talent communities rather than treating candidates as disposable, you can potentially save 92% in recruiting costs simply because you’re not starting from scratch each time a hiring need pops up.
Re-Engagement Tactics to Try
- Maintain regular contact with candidates to stay top of mind.
- Ask for feedback on candidates’ experiences (and actually act on it).
- Treat your talent pool like VIPs by notifying them first when new positions open up.
- Invite candidates to take part in networking events, surveys, social media campaigns, and other low-barrier engagement points.
This post is an adapted excerpt from our newest ebook, The Power Shift: How to Attract and Engage Top Talent in a Candidate-Driven Market. Download the full ebook by clicking the image below.