A candidate database is only as good as what you put into it, so leverage the capabilities of a good ATS to build a database you can rely on.
Candidates are the fuel that keeps a staffing firm’s engine running. They’re also people—people entrusting you with one of the most critical aspects of their lives. If you want to build a pool of qualified candidates, you’ll need to meet their needs as applicants and as people. This means focusing on finding candidates, engaging them, and keeping them satisfied once they’ve decided to work with you. Follow this checklist, and you’ll be well on your way to building a reliable database of qualified, satisfied candidates.
Avoid Bad Habits
Part of delivering a great candidate experience is avoiding the things that lead to a bad one. Here are some of the most frequently cited complaints from candidates.
Nothing is more frustrating than a complete lack of response. Always follow up with candidates, even when the news isn’t good.
It’s not enough just to communicate; your conversations should be constructive, too. Provide the candidate with helpful advice that will help them land this position or a future one.
Is it difficult for the candidate to apply? Is it difficult for them to get started when they’ve got the position? If so, they’ll remember and be less likely to work with you in the future.
Do you work with a specialized field of candidates or candidates in various professions? Either way, it’s critical to be knowledgeable. If you don’t know what the candidate does, how can you help them?