Jobvite Blog: Today’s Recruiting Trends

Friday Five – The Summer to Evolve: Road Trip Week Five Wrap-Up

This week we’ve hopped the pond and stopped in London to learn all about creating a great candidate experience. Our panel of experts shared tips and strategies for upgrading your candidate communication to find the best talent. We wrapped up this week with five of our top takeaways for you to bring back to your team.

Top Five Take-Aways

5. Don’t go ghosting candidates

This week’s Two Talented Tuesday session was led by two industry experts – HR leader and co-host of the HR Happy Hour podcast Trish McFarlane and Tony Suzda, Head of Talent Acquisition and Strategy at Dent Wizard International. It was brought up that many recruiters are having a hard time communicating with so many candidates, especially in this job market. Things like busy schedules, waiting on word from hiring managers, or even fear of giving too much information (or leading on) to candidates can bog down the recruiting communication process. Luckily, Suzda and McFarlane had tips for combatting this.

“Communication has to be the first thing you think about.” – Suzda

Communicating with candidates consistently will keep them interested and informed during the interview process. Long past are the days when you could wait a week between contacting a candidate! Things are moving fast in this market and candidates expect information, even if it’s an update of “still considering”. Recruiters are using automated tools like texting and chatbots to combat candidate ghosting (or never answering an applicant) in their organizations, too.

Suzda and McFarlane recommended using automated messaging tools to schedule interviews, screen, and provide status updates to candidates in as little as a click. This adds touch points during the recruiting process and keeps candidates updated – but most importantly, it avoids ghosting and creates a better candidate experience.

4. Think of the future workforce and plan ahead

In Tuesday’s session, McFarlane and Suzda also discussed the importance of planning for the future workforce. While you’re building your employer brand for the current pool of candidates, don’t forget about the ones you’ll be hiring in five years. Many companies fail to meet the needs of the newest generations of workers in the labor market because they don’t take the time to research.

Stay ahead of trends in the labor market by building a talent pipeline among students in universities and high schools. Learn what types of jobs, work culture, and communication that they’re looking for and see how you stack up against their expectations.

Utilize targeted sourcing strategies to reach this population – whether it be social media ads for internships or attending career fairs at universities to recruit. Engaging candidates through social media and texting are more ways that recruiters are reaching younger generations of workers, according to Suzda.

3. Communicate, collaborate, automate

In this week’s Working Session Wednesday, we were joined by Aaron Bales, COE Solutions Manager at Jobvite. Bales discussed the ways that companies are creating the best candidate experience by using communication and automation.

Your employer brand and message are crucial to recruiting top talent – but some companies don’t realize that it starts internally. When your message, values, and culture are aligned internally, your employer brand will shine. The key to a strong brand message is internal collaboration followed by great communication across channels like career sites, social media, and job boards. These strategies open the door to useful automated and AI tools to further your growth.

As your message and employer brand develop, you’ll likely see growth in your talent network. And with more candidates comes more responsibility to provide a great candidate experience. Utilize tools like automated messaging to provide candidates with valuable status updates on an open role or invite them to join your talent network and receive notifications about open roles that might fit them. These tools help build a strong relationship with your talent network with less effort, leading to a better candidate experience.

2. Go for the silver

In your journey to hire the right candidates, you’re going to have ones that didn’t make the cut for a role. But you may still want to keep them in mind for future roles. This is a great chance to engage these silver medalist candidates and keep them interested in your company for future recruiting.

The better a candidate’s experience, the more likely they are to apply for other open roles or even refer their colleagues to your company. Utilize your communication and recruitment marketing strategies to keep silver medalists engaged and updated on your company and open positions that would suit them. Staying in contact with these candidates will allow you to keep the door open with them as well as expand your talent pool – so invite them to subscribe for job recommendations, join a mailing list for your company newsletter, or follow you on social media.

Tools like intelligent messaging or candidate relationship management (CRM) software can help provide consistent contact with these valuable candidates. Automated and AI tools are also ideal for any TA professional that could use extra time during the week from tedious tasks.

1. Smart tools mean smarter recruiting

In this week’s Walk-Through Thursday, Jobvite’s Jen Zazzetti showed some powerful tools that recruiters are using during this hiring boom. High volumes of requisitions are keeping recruiters busier than ever, and they’re finding it hard to give every candidate the attention they deserve.

Luckily, automation and AI tools are here to save the day! Tools like intelligent messaging have been saving time and effort for recruiters by allowing them to easily text with candidates through a platform. Intelligent messaging can be utilized for a variety of things, but here are some of the most popular uses.

  • Send candidates files with info on benefits, culture, or location
  • Pre-screen candidates with a series of questions
  • Send reminders to candidates about interviews
  • Send new hires onboarding information before their first day
  • Keep silver medalists engaged with messaging campaigns
  • Schedule interviews

Final Thoughts

This week’s stop in London showed us some very important lessons about how communication can lead to a better candidate experience. Thank you for joining us this week on our road trip! Remember to register for next week’s sessions where we’ll hear from a new group of experts on data-driven recruiting.


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