Candidate-centric recruitment is like Tinder dating – you have to think about what makes the other party’s heart beat! It’s not enough to just grab the first available candidate, you have to think more deeply about what the candidate really wants and needs. Does the candidate have a passion for the industry, what does their future in the company look like, and how do their values fit in with the company?
The process should be lightweight and the application threshold low. If the basics are not in place, many potential candidates will most likely not submit their applications.
Many companies still live in an outdated mindset that they can dictate the rules and candidates should just bow down to them. But in today’s world, the competition for skilled workers is so intense that employers must be willing to bend and offer attractive benefits. And the benefits are not just those exercise vouchers or PlayStation consoles, nowadays it is important to genuinely understand the prevailing corporate culture and what kind of benefits serve them specifically.
Candidate-centric recruitment is like an adventure where companies have to carefully consider what they can offer to candidates and why candidates would want to join their company. Flexibility, adaptability, and consideration of values are key factors in this challenge. After all, good employees are like uncut diamonds – they are not found on the street, but it’s worth making an effort to find them! And it’s worth investing in their development.
Candidate-centric recruitment is important so that companies can attract and retain the best talent in their organization. Below are a few tips from the candidate’s perspective for successful recruitment.
Use clear and attractive recruitment communication: The company’s recruitment communication should be clear and attractive, so that potential candidates understand the opportunities and career advancement possibilities offered by the company. The communication should include information about the company’s culture, values, and employee experiences. Candidate-centricity and candidate experience are the key aspects of modern recruitment. The process should be lightweight and the application threshold low. If the basics are not in place, or if the application process is heavy and confusing, many potential candidates are likely to not submit their applications.
Use diverse recruitment channels: The company should use a variety of different recruitment channels to reach different types of candidates. This may include social media, various events, or collaboration with universities or other educational organizations.
Identify potential skills: The company should look broadly at potential candidates’ skills and assess how their skills and experience could benefit the organization in the future. This may also include the possibility of offering training and development to candidates.
Identify the needs and expectations of job seekers: When a company is aware of what job seekers are looking for in a new job, it can target its recruitment communication accordingly and create a recruitment process that meets the expectations of the applicants.
Create a positive and personalized recruitment experience: Job seekers should feel that the recruitment process is a positive and personalized experience. This may include quick responses to applications, personal feedback after interviews, and individual negotiations on salary terms. Provide enough information!
Schedule: Plan the recruitment schedule and stick to it, and really stick to it. Reserving the necessary time proactively in the calendar is crucial from the perspective of successful recruitment and a good applicant experience. The recruitment process is an investment that is worth investing time resources in.
Recruitment system that supports recruitment: The ease of submitting an application has become increasingly important in recent years and is an essential part of a good applicant experience. I recommend ensuring that the system is tailored to be applicant-friendly and that applicants are asked only for the information relevant to the job, and that they do not have to fill in the same information repeatedly. Simplicity works best! We, for example, use Teamtailor.
Pick up the phone: Job seekers appreciate active communication and when the recruiter contacts each person interviewed personally. Bonus points are awarded for giving constructive feedback. Delivering bad news is never easy, and it can be tempting to avoid it. However, that part is also a very central part of the recruitment process and it is good to invest in it. During the call, the applicant also has the opportunity to ask questions and provide feedback in return.
NPS survey: Be bold and ask for feedback yourself, for example, with an NPS survey! At Hirma, we send a feedback survey to each applicant, collecting both numerical and verbal feedback on the applicant experience.
Say thank you. I cannot overemphasize the importance of this. I strongly recommend thanking every applicant for their interest in the open position and the company, even if the applicant does not progress in the search. I have also found it important to keep applicants informed about the next steps in the process and any possible delays in the schedule, so that the applicant feels that they know what and when the next steps will take place. Let them know that their time is also valued.
Is your home base in order? Before the applicant possibly submits an application, they usually first visit the company’s website. It is therefore important to ensure that the site provides up-to-date, clear, and interesting information. Good case examples and interviews with the company’s own employees should no longer be written only for potential customers, but also for potential job seekers. For this reason, it is extremely important for every company to invest in its own employer image in all its activities, not just in the recruitment field. A satisfied and committed staff can often be the best way to market your company to potential job applicants and build a strong employer brand over time, but recruiters need to know how to harness this power. Employers should encourage their employees to share their experiences with both their personal networks and the company’s channels.
Hopefully, this was helpful for you 🙂 I’ve noticed that when you stare at your own work for a long time, you can become a bit blind to it. So, if you feel that an extra pair of hands might be helpful, give me a call and we’ll talk. I can’t promise that we’ll be the right partner, but once the stones have been turned over, we’ll have an answer.
