Job Candidates Want You to Follow Up; 3 Ways to Improve Candidate Communication
3.20.19 | Unanswered emails, texts, calls. It’s frustrating, right?
Job candidates agree.
In Monster’s 2019 State of the Candidate Survey, one out of seven job candidates did not feel respected during their last job search. Why the dissatisfaction? Lack of communication.
According to the survey, the following would have helped these recruits feel more respected:
- Being told why they weren’t moved to the next stage (32%)
- Recruiters followed up in a timely fashion after the interview (31%)
- Company acknowledged receipt of application (28%)
- Knowing if the application had been seen by a recruiter or hiring manager (27%)
- Receiving a rejection from the recruiter/hiring manager in a timely fashion (23%)
- Being told you’d be considered for future opportunities (23%)
Despite a proliferation of communication channels, employer-to-candidate interactions are limited. According to Phenom People’s 2018 State of Talent Relationship Management, only 2% of companies are communicating the status of a candidate’s application throughout the duration of the hiring process.
Fortunately, improving communication doesn’t have to be complicated. Here are three ways to begin – and continue – the conversation.
1) Start with ‘Submit’
The candidate experience often begins when a potential employee submits his or her application. Did you receive it? Did it get stuck in a junk folder? Is this online application system working? Candidates want to know. A simple, automated, “Thank you for your application” email is a great start. Even better, tell the candidates what will happen and when by providing a general overview of the hiring process.
2) Be Transparent
Whenever a job candidate does or does not advance to the next stage, let them know as soon as possible. The medium you use and the message you relay should match the effort put forth by the applicant. For example, if he or she did not move beyond the initial screening process, a pre-written email will suffice. However, if the candidate is one of a few finalists who endured the entire hiring process, a phone conversation is merited. When it’s applicable and warranted, feedback may be provided to candidates who did not make the cut.
3) Provide Closure
By the time the position has been filled, every applicant should know whether or not they got the job. If there are non-hired candidates who may be considered for future opportunities, let them know. Is there an exemplary candidate whom you cannot forget? Consider keeping in touch with him or her so when the ideal position becomes available, the lines of communication are already open.
Improving on these three candidate touch points can greatly increase your employer brand. Nurturing a positive candidate experience will ensure that your current and future applicants are satisfied – regardless of whether or not they land the job.