Strategic Candidate Care is the New Norm

To recruiters and employers out there, mastering candidate care is non-negotiable in the future of work. Candidates are looking for more meaningful interactions they believe and see, which is of great value for them. The big question or challenge now is, how can candidate care be more strategic than they are today?

Candidate care more strategic

A candidate experience can be either good or bad, with no middle ground around it. A negative candidate experience can and will result in a negative effect on your company’s employer brand talent acquisition team. A positive candidate experience on the other hand can greatly increase your offers stage conversions in a tight labour market.

You don’t have to complicate your candidate care process for it to be more strategic. You just need to make it more comprehensive. Start with…

Determine what you need to improve

No matter how good things are going, there will always be more room for improvement. Let’s say your candidate response time is effective and you’re communicating very well. But, some of your candidates feel like the hiring process is too long. From there, find out ways on how you can shorten it without losing anything valuable.

What makes a recruitment process fool-proof is the consistency and persistency to always improve it. If you can’t pinpoint the problem in your process, then maybe you can ask the candidates you’ve met to do it for you. Never underestimate the power of asking for feedback. Believe it or not, this is a big deal for a number of candidates out there. According to a 2019 survey report by Talentegy, 75% of 4,000 candidates were never asked to give recruitment feedback, which is a big letdown for them.

If you need help with this, ask yourself this question, “Is my hiring process built around the candidate experience?”

Technology is your friend

Recruitment technology is big nowadays with most recruitment firms and companies investing in some sort of software or program that helps them streamline and automate their processes. Taking a tech-driven approach ensures top quality experience for everyone involved. Technology can of course make your hiring process more strategic in terms of communication and continuous engagement.

But, the way I see it, it makes recruiters more empathetic as well. Here is an example. During virtual job interviews, I am able to really connect with candidates because when I talk to them, they are in a place where they feel safe and that enables them to share things they wouldn’t normally share during a face-to-face interview. From there, we are able to find key motivators that really align with candidates’ career aspirations.

As much as you can, curate your communication plan according to industry or sector

Here at Quay Appointments, we cover recruitment for several sectors both public and private. It is no surprise that candidates applying for jobs in different sectors can have various preferences. It is important to learn what engages and disengages candidates. For example, jobseekers in the tech and telecommunication industries are highly interested and become engaged when discussing topics about tech reskilling. The same goes for professionals in finance and accounting. They want to keep up with evolving roles and skills most relevant to their niche. Learning about these things might help you out. Make sure to focus on industries or sectors you are active in.

Candidate care becomes more strategic not because of innovation, it is because most dedicated recruiters want to strive to improve themselves and their methods to benefit their clients and candidates’ professional goals.


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