How to Win Candidates Over (Before They Even Apply)

The recruitment process has become increasingly impersonal for both candidates and recruiters – and neither side is satisfied with the experience. It’s become clear that it’s time to get back to basics. The good news? As an employer or recruiter, you have a unique opportunity to change the experience candidates have with your company and your application process.

And let’s be honest – you can’t really afford not to, as CareerBuilder’s 2016 Candidate Behavior Study shows that 76 percent of full-time employed workers are either actively looking for or open to new job opportunities. As an employer, that number should concern you – and as someone who is actively hiring, it should excite you.

The first step? Put yourself out there. And not just haphazardly, either: First impressions count. By approaching candidates in the right way, you’ll be able to make your employer brand shine, while getting a better caliber of candidates applying to your jobs.

Here are some things to keep in mind when it comes to being more approachable:

  • Make it easier to spark a conversation before candidates apply. Job seekers and employers both agree that job postings can be very impersonal, and they sometimes miss key information about what the role entails.
  • Listen to what candidates want to know about a job. Pay attention to what candidates feel is missing from job descriptions and other hiring tools – and work to fill in the gaps. Providing the most useful information will only help you get better people. And more often than not, candidates want the same thing you do.
  • Realize job seekers want to ask questions, too. 81 percent would like the contact information of the person who posted the job before they apply; 72 percent want to talk to a recruiter or hiring manager.
  • Stop avoiding salary. The top feature candidates would like to see in job postings is salary/compensation (74 percent).

Get more tips on how to get out of your comfort zone when it comes to reaching out to candidates: See more findings from CareerBuilder’s 2016 Candidate Behavior Study.

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