Really get to know your candidates. Research your candidate pool, learn more about the sources they’re using and understand their process. A health care professional is likely looking for a different type of culture than an IT professional, so understand the nuances and use the right sources with the right message.
Your employment brand is crucial to attracting candidates — don’t ignore it. From social media to job boards to career sites, job seekers use 18 different sources on average before hitting the apply button. Be where your candidates are, and find a way to tell your company’s story in a compelling way so you can differentiate yourself from competitors.
Today’s candidates are always on, so think a few steps ahead. 3 in 4 full-time employed workers are open to or actively looking for new job opportunities. You can’t afford to wait until you have a position open to start looking. You should be marketing and branding yourself so that when you do have an opening, you’re already ahead of the game.
Be responsive during the hiring process. Only 14 percent of candidates feel companies have been responsive to them. More than half (52 percent) of companies say they respond to less than half of applicants. Think long term about the impact that will have on your brand — not only to potential candidates, but also to potential consumers.
Consider your candidates’ experience on mobile. If candidates can’t get to the right information or apply in a few clicks, you will probably lose them. Set up analytics and put tracking in place on your career site to inform you where people are coming from and whether they’re trying to apply to jobs via mobile devices.
Create a strong talent pipeline.Not every job seeker is looking to apply right away, and not every candidate who applies will be a good fit for your current open positions — but may be a great fit down the road. You need to create a talent network so that when the right roles pop up in the future, you can easily re-engage them.