5 Tips to Improve Communication in the Recruitment Process
Danielle Meakin - 6 Comments - 29 Sep 2019

HR professionals need to balance a couple of very big essentials during the recruitment process. Speed and proper communication are two of those that can be challenging to implement at the same time.

Effective communication, however, plays a role in boosting effectiveness. By zooming in on the right candidates and making the onboarding process seamless.

Talent shortage is a massive issue today and almost 73 per cent of employers report difficulties in filling positions. At the same time, employee engagement is lower than ever before. Disengaged employees cost businesses up to 550 billion dollars per year – a massive amount that can be reduced through better communication about expectations and roles on both parts.

So, what does it take to make the recruitment process more informative, more tailored and more effective? Here are some of the strategies that HR professionals can rely on to improve their communication efforts.

 

Data Collection

Good communication is heavily dependent on going into every meeting fully prepared.

Luckily, various technologies can be employed today to gather relevant data.

The recruitment process needs to be digitized and optimized, reducing the paper clutter that HR professionals go through. When the right HR software is utilized, it can also analyze current metrics and candidate trends. This will ensure better preparedness over the course of the recruitment process.

Gathering information about candidates to advance is equally important and there are multiple strategies to employ for the purpose.

 

Online Communication Is More Important Than Ever Before

Everyone is online – a fact that recruiters need to account for when communicating.

If seniors can meet each other online on dating websites, recruiters also have to be present across platforms to streamline and speed up the collection of information.

Social media platforms like LinkedIn have already pretty much become the standard in the recruitment realm. It’s also common for companies to employ live streaming and video calls, making it easier for candidates to schedule interviews in a comfortable way.

The current worldwide situation and the coronavirus pandemic are changing the way we live and the way we work. It is anticipated to have a profound effect on the ways that interviews are being carried out and onboarding is occurring.

Making use of digital technologies right now will exponentially maximize communication capabilities in a cost-efficient, tailored way that all businesses can benefit from.

 

Maximising candidate engagement

 

Automation for Some Immediacy

Certain aspects of recruitment process communication can be automated, freeing up human resources for the more strategic tasks at hand.

When a human being has to go through every single step, some processes can be needlessly prolonged. This is why tech can be employed once again to automate a few steps and give HR professionals a breather.

Here’s a very simple example of how communication automation can occur.

After a person has sent in an email with their application, they could receive an automated response. The automatic email can shed a bit more light on the company culture, the onboarding process and the additional steps that the candidate will have to go through in case they’re considered relevant for the position.

While this is a very basic example of how recruitment communication can be automated, it paints a clear picture of how everything can be sped up and simplified for the purpose of simpler, quicker and more efficient processes.

 

Always Have a Timeline for Replies and Processes

Many people who apply for specific positions complain that they never hear back from recruiters or that they hear back too long after the initial contact.

Every recruiter needs to set strict timelines for responding and for staging out the recruitment processes.

Having automation in place will take a lot of the administrative burden off your shoulders. This way, you can focus on setting a timeline for responding and completing every single step of the candidate filtering out process.

While such timeframes are more or less guidelines, they create a sense of urgency and move the communication forward. Our minds are wired to perform better when a deadline is in place and the rule does apply to corporate communication.

 

Clarifying Roles within the Hiring Team

The final tip is purely organizational but it can have some impact on the quality of communication within the recruitment team itself, as well as with candidates.

It’s very important to clarify the role of every single member of the human resources department.

Very often, there are implied roles and responsibilities that may be taken on by more than one person. Not only are such processes ineffective, but they can also lead to reduced productivity and serious mistakes down the line.

If there’s a lack of clarity, the department will need to address this internally before a recruitment campaign is initiated. What’s the role of the hiring manager? Does the team have a senior leader at all? Who’s leading the interview process and how are they communicating with everybody else?

These are just a few of the key questions that need to be addressed for proper responsibility allocation. When recruitment team members have a clear idea about their role in the department, they can start communicating more effectively with everyone involved in the process.

Improved communication can speed up recruitment and save a company tons of money. The recruitment team must work to address any ambiguities as soon as possible. Such processes are far from expensive and when carried out correctly, they can contribute to profound operational efficiency in the future.

 

Author’s bio

Ben Brown is a freelance writer and a content manager at dating site DoULikeSenior

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To discuss what we can to for your recruitment strategy, and find out more about our fully integrated communication tools, book a demo by clicking here.

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ben.brown@smartrecrooot.com'
Ben Brown


Ben Brown is freelance writer and a content manager at dating site DoULikeSenior with top notch communication  skills. He enjoys learning new things and learning more about people from all over the world. His passion and diligence enable him to consistently grow and improve both himself and his career.


4 strategies to get the best talent for your small business
Danielle Meakin - 6 Comments - 29 Sep 2019

Did you know that unemployment rates in the UK are now at their lowest since the 1970s? This is obviously great news for the economy but presents a big challenge when it comes to hiring the best talent for your company. With the job market now being candidate-driven, finding the right people for your organisation can be harder than ever before.

We all know how important it is to have the best people working for you. With a talented and motivated team on board, your business stands the best chance of being successful. In that sense, employees are your most valuable asset, and care must be taken to recruit and retain them just as much as generating sales or managing finances.

So, are you doing all of the following?

 

Review your HR approach

A new recruitment drive is all very well but before you start thinking about hiring new employees, are you sure you’re doing everything you can for your internal staff retention and development? There’s little point hiring new people if they won’t stay with the business long enough for you to reap the benefits.

Business Coach and Online Educator Rob da Costa suggests the following talent retention incentives in one of his recent blog posts:

  • A focus on education
  • Salary increases based on merit
  • Flexible working conditions
  • Attractive benefits package
  • Pointing out future possibilities
  • Promoting from within
  • Investing in quality managers

Take a look at your team and ask yourself how happy and engaged your workforce is. Are you training them, promoting them, rewarding them appropriately? Do you have a positive company culture? In a job seekers’ market, it’s not just job seekers who are being harder to please. Your existing staff may consider changing jobs if they feel more valued elsewhere.

 

Invest in your company culture

Company culture is a big and growing topic that you cannot afford to neglect. It’s a magic formula that goes like this: Get your business model and your internal culture right and you’ll be surprised just how quickly word gets around that your company is the place to be.

When your candidates, employees, customers and the public interact with your business, what’s their experience? The way your company is perceived hinges on its internal culture and how this is managed. Everything follows from here – from team engagement and productivity to employee happiness, staff retention, and business success.

Identifying and developing your company’s brand doesn’t have to be expensive, but it does have to be done. Here are four things you should be doing:

  • Build authentic and meaningful recognition and reward into your company culture to meet your employees’ needs to be recognised for their efforts and achievements, and drive performance, staff retention and employee engagement.
  • Build strong teams that collaborate eagerly, communicate openly, trust each other’s views and are motivated to engage in best performance. Team building shouldn’t be a one-off activity, day-to-day reinforcement may be needed to create a collaborative work culture.
  • Build a flexible work environment, allowing and trusting your staff to choose when, where and how they work. This freedom coupled with personal accountability strengthens your work culture by encouraging happier, higher-performing teams.
  • Create a caring culture that genuinely looks after its employees and goes beyond the norm. X, Y, Z generations want to know that you will look after their best interests and care for them, especially in their hour of need. Employees now prefer healthy food and access to help and advice over a beer fridge or pool table.

 

Company culture

 

Recruit with precision and focus

If there are no internal candidates you can promote to the vacancy, outside recruitment is going to be your next step. Start with a clear job description and be focused on what exactly you are looking for in the right candidate, and what you are going to offer.

The customary ‘spray and pray’ efforts of yesteryear will no longer cut it in a job market where candidates can afford to be choosy. With so many other companies competing for the highest calibre candidates, your job advert needs to stand out for all the right reasons.

In order to reach the right people, you need to know where to find them. Social media platforms, such as LinkedIn, Twitter and Facebook, are an excellent place to start engaging with potential candidates. There are plenty of specialist organisations and software tools to help you with this. You could also partner with a recruitment consultant who will have the time and resources to dig deep into the job market on your behalf.

 

Ensure a positive candidate experience

Once you have shortlisted your best candidates for an interview, follow through with a carefully prepared and organised meeting. It’s amazing how many companies invest time and effort into recruiting candidates, yet blow their chances on the day. A good candidate will know if they’re being fobbed off with an ad hoc interview.

A negative candidate experience is unlikely to lead to the result you are seeking. Worse still, a disappointed candidate may share his experience on online platforms. Poor feedback may discourage others from joining your company and negatively impact on your brand.

According to recent figures, a positive experience will make the job candidate about 1/3 more likely to accept your job offer. You are selling your company, so you should put your best people in front of the candidates that you want to impress. Confident, ambitious job seekers will have plenty of other opportunities on the table, so do your best to woo them.

 

Written By Annie Button

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.

 

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Annie Button


Annie Button is a Portsmouth based writer and recent graduate. Annie has written for various online and print publications, she specialises in business, recruitment and career development.


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