What this means for recruiters
Don’t miss out on initial candidate outreach. Consider the experience from the candidate’s perspective to ensure the application process is as seamless as possible. Utilize automation to streamline the engagement process during this crucial step, and watch as your team sees a higher engagement rate after application. From there, develop a strategic plan and best practices around attracting new candidates, including optimizing your website with SEO and traffic in mind.
What this means for recruiters
Talent want recruiters to be proactive (and frequent) with opportunity outreach and prefer email almost twice as much as the next communication option. Meet candidates where they are and engage with them at a frequency that will make them want to work with you again. Place a high importance on clean data to further assist in your job match process, ensuring you match the right candidates to the right roles at the right time.
What this means for recruiters
Onboarding problems were among the most common negative experiences faced by talent and the most impactful, increasing likelihood that a worker would rule out future redeployment with your firm. Don’t let candidates slip through the cracks, and implement technology and strategies to expedite the onboarding process, whether that’s a self-service platform for document management or automated outreach to ensure they are prepared for their first day.
What this means for recruiters
Poor responsiveness on assignment is one of the most frequently cited challenges by talent. Talent who report responsive recruiters that meet their communication preferences are twice as likely to work with a firm in the future. Increase your chances of redeploying workers by consistently communicating with them throughout their assignment (on their preferred channels, of course). Make sure you’re using clean data and automation to alert you when that worker is ready for a new role.