A recruitment process is a very tough task, both for the recruiter as well as the candidates. But generally, companies are facing it very hard for candidate attraction and candidate retention.
During the recruitment process, companies must decide which sources to post about the vacancy and also chalk out candidate attraction strategies. Constantly dealing with the recruitment process, along with competitors, can be very complex and challenging.
In today’s world, its candidate-driven market, as candidates now have far more power during the job search. Many companies are offering them best which calls for using the best methods and candidate retention ideas.
This may even confuse the candidates as to what are you exactly looking for. But don’t worry, we have got you covered. Here are the 5 tips and tricks which you will help you entice the golden candidates from the crowd and prepare best candidate attraction strategies.
Give your Brand a Voice
Drafting a formal message is a complete no! Instead, an authentic message will be a great voice for your brand. A word that connects with candidates experience as well as speaks about what you exactly expect from them is a win-win situation. Aim a unified picture of the enterprise and at the same time differentiate your brand from your competitors, as to why shall candidates target it as their one place destination.
The voice of your message should be consistent when planning on candidate attraction strategies at every touch-point. Align your words with video content, advertising, assessment platforms after having an in-person conversation with your recruitment team.
Market an Inclusive Organisation Culture
Every single candidate looks for an environment which is welcoming and inclusive. When planning for long-term candidate retention, ensure your enterprise has an influential, nurturing the culture to bring on the polished talent on-board. When your organisation fosters an engaging culture, it reflects and builds positive brand value.
Marketing inclusive culture is as important as attracting and retaining the talented pool of employees. For a deep-rooted strong employer brand, follow this tip religiously!
Candidate Must be Treated Like your Customers
Candidates are aware of all the pros and cons of recruitment processes. They now pick jobs that meet their needs and enhances candidate experiences, instead of letting companies recruit them. Job search is no game now; they are wholly interested in how your company works, its expectations and the interview process.
As candidate experience is essential for you, so is your brand value of utmost importance for them. Offer them a positive, consistent, and inclusive journey. Let them know that their demands and growth is of top priority for the enterprise.
What you can do is, go for either video interview, or incorporate short games break, leisure time, and more for candidate attraction.
Delve into Social Media Hacks
Making your message heard over at one place is the biggest mistake you never want to make! People search for a job even at informal social media platforms. They are always looking for their next opportunity over hundreds of sites. Indeed, pick out the best social media places along with job websites, that might help you in a great way. This might turn into a candidate retention idea-for your company as well. Besides, the right amount of quality response will reduce your time in filtering irrelevant applications.
Understand your target audience and tick the websites that meet your criteria. Delving into social media is a must-must follow step for candidate attraction strategies.
Make sure you are posting the advertisements at regular intervals and at the right time for making your candidate retention process more comfortable.
Making Changes is No Harm
There are times when you don’t get the required amount of response from the candidates in the market. But this is what we are here for! Help you! So, last but not least, make changes in your key terms/message for candidate attraction. A slight variation may entice them, and they may now be more precise about what is your enterprise looking for.
This can also act as a standard for copywriting, next time, when you are recruiting people. If there is a hike in candidate attraction, it means your copywriting has been effective, efficient and successful! This might turn into your candidate retention idea.
From India, New Delhi
9During the recruitment process, companies must decide which sources to post about the vacancy and also chalk out candidate attraction strategies. Constantly dealing with the recruitment process, along with competitors, can be very complex and challenging.
In today’s world, its candidate-driven market, as candidates now have far more power during the job search. Many companies are offering them best which calls for using the best methods and candidate retention ideas.
This may even confuse the candidates as to what are you exactly looking for. But don’t worry, we have got you covered. Here are the 5 tips and tricks which you will help you entice the golden candidates from the crowd and prepare best candidate attraction strategies.
Give your Brand a Voice
Drafting a formal message is a complete no! Instead, an authentic message will be a great voice for your brand. A word that connects with candidates experience as well as speaks about what you exactly expect from them is a win-win situation. Aim a unified picture of the enterprise and at the same time differentiate your brand from your competitors, as to why shall candidates target it as their one place destination.
The voice of your message should be consistent when planning on candidate attraction strategies at every touch-point. Align your words with video content, advertising, assessment platforms after having an in-person conversation with your recruitment team.
Market an Inclusive Organisation Culture
Every single candidate looks for an environment which is welcoming and inclusive. When planning for long-term candidate retention, ensure your enterprise has an influential, nurturing the culture to bring on the polished talent on-board. When your organisation fosters an engaging culture, it reflects and builds positive brand value.
Marketing inclusive culture is as important as attracting and retaining the talented pool of employees. For a deep-rooted strong employer brand, follow this tip religiously!
Candidate Must be Treated Like your Customers
Candidates are aware of all the pros and cons of recruitment processes. They now pick jobs that meet their needs and enhances candidate experiences, instead of letting companies recruit them. Job search is no game now; they are wholly interested in how your company works, its expectations and the interview process.
As candidate experience is essential for you, so is your brand value of utmost importance for them. Offer them a positive, consistent, and inclusive journey. Let them know that their demands and growth is of top priority for the enterprise.
What you can do is, go for either video interview, or incorporate short games break, leisure time, and more for candidate attraction.
Delve into Social Media Hacks
Making your message heard over at one place is the biggest mistake you never want to make! People search for a job even at informal social media platforms. They are always looking for their next opportunity over hundreds of sites. Indeed, pick out the best social media places along with job websites, that might help you in a great way. This might turn into a candidate retention idea-for your company as well. Besides, the right amount of quality response will reduce your time in filtering irrelevant applications.
Understand your target audience and tick the websites that meet your criteria. Delving into social media is a must-must follow step for candidate attraction strategies.
Make sure you are posting the advertisements at regular intervals and at the right time for making your candidate retention process more comfortable.
Making Changes is No Harm
There are times when you don’t get the required amount of response from the candidates in the market. But this is what we are here for! Help you! So, last but not least, make changes in your key terms/message for candidate attraction. A slight variation may entice them, and they may now be more precise about what is your enterprise looking for.
This can also act as a standard for copywriting, next time, when you are recruiting people. If there is a hike in candidate attraction, it means your copywriting has been effective, efficient and successful! This might turn into your candidate retention idea.
From India, New Delhi
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