This is one of 37 ideas from leading talent acquisition thought leaders and practitioners in the 2016 Recruitment Marketing Ideabook.
In today’s social environment, a positive and meaningful candidate experience is foundational for any successful talent acquisition team to attract the right, best talent. Defining the engagement points in the talent acquisition process is an important step in building a good strategy. An engagement point that we believe is pivotal to a candidate’s impression of Intel, or any company, is what we refer to as the point of withdrawal.
Let’s say I have a business need for to Java developers. In the hire process, I may have 1,500 candidates view a job posting, 650 may click on that req and 150 may actually apply. The recruiter screens those 150, and 15 are deemed qualified, six may be interviewed and two hired.
At each step in this process, candidates withdraw. Either candidates decide to withdraw on their own, or they are deselected by the hiring team and are subsequently withdrawn from the process. Focusing on these points as opportunities to engage the candidate(s) in a manner that results in the candidate(s) having a good experience, build trust and encourages her to take a specific action, is a best practice.
Each of these engagement points may require different content, mechanism, approaches and owners. For instance, of the 15 candidates who are deemed qualified for this position, four of them may decide they are no longer interested in the position and therefore they withdrawal from the process. In many instances, these candidates become lost leads. But, a best practice is to reach out to those candidates personally, to understand the reason for their withdrawal, track this and continue to nurture them for other similar opportunities that become available. Another key engagement opportunity is when the other nine candidates are rejected. Ensuring these candidates understand why they were not the best fit for the role and yet still feel valued as potential candidates for future opportunities will result in deeper trust and a stronger pipeline of talent. Engaging at the point of withdrawal relays the message to candidates that you are aware of them, that you value them as potential employees, or if not an employees, at least a customers.
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