It’s no surprise large organisations can sometimes lose sight of the people behind the CVs. With thousands of applicants flooding into inboxes of time-poor recruitment
managers, it’s only natural that candidates begin to look like lines on a spreadsheet. So how can organisations juggle volume while making the recruitment
experience a good one for all involved? Here’s a few tips for making candidates feel like rock stars, even if they don’t get handed the role.
Communicate, communicate, communicate
Transparency is really important. Keeping candidates across the status of their application gives them the comfort they’re being considered and the time they took to apply for the position hasn’t been taken for granted. Even if a candidate is unsuccessful, receiving that phone call, or personalised email, shows an organisation cares enough to make time to inform people of their final decision. A good option is to utilise an online recruitment
tool that saves time and makes connecting with your candidates as easy as clicking a button.
Welcome to the 21st century
Whether it’s an Excel spreadsheet or a candidate management tool, take the time to invest in some recruitment
technology to keep your process organised. Not only will it save hours, it’ll ensure no candidate gets left out in the cold. Making smart use of technology means the heavy lifting is done for busy organisations, who are then able to sort through candidates quickly and effectively, responding to candidates as they go. Technology isn’t just for big organisations either – low cost options are perfect for small businesses who don’t have an HR team but need help in streamlining their recruitment
It’s test time
One element in the recruitment
process not all organisations make time for is skills and aptitude testing. With talent shortages rife throughout the country, relying on a resume alone to indicate if someone has the skills to do a job is a risky strategy. Incorporating skills and aptitude tests early on in the recruitment
process enables you to identify potential talent who perhaps didn’t shine on their CV alone. The process shows the candidate you’re serious about getting to know all facets of their personality and skill set.
Make information available
One of the most valuable tests of how much a candidate wants a role is how well they’ve researched your company before they come in for an interview. Make information available to candidates so they can dazzle you with their knowledge. Having an up to date website, careers page or blog, will give candidates the best chance at success.
It doesn’t take much to ensure candidates feel valued. You don’t need a red carpet to make people feel like rock stars – just remember they’re people, and the battle is already won.
Sharon Davies is the founder and managing director of Talent Propeller, a recruitment company operating across Australia and New Zealand. Talent Propeller has a focus on harnessing technology, developed in-house, to help identify and hook top talent.
Do you remember the last time you applied for a job? The anxiety and anticipation of pressing send on that all-important online form or email? It’s a big moment, and it takes a lot for people to put themselves out there for a role and then wait, only to receive no response. It leaves a sour taste in candidates’ mouths and you can guarantee they’ll remember an ignored application or bad interview experience.