ICT Automatisering published an interesting case on Frankwatching about their approach. Content marketing resulted in four times more visitors to the vacancy website every month.
A personal approach is important in all phases of the candidate journey. Content marketing helps you with that, but of course it cannot compete with 'the real thing': personal contact. So send that individual email, pick up the phone, go for the personal meeting.
7. Personal and substantive contact
Interesting a candidate in a position is one of the most crucial contact moments. Corporates that do the recruitment themselves have an advantage here. Research shows that potential candidates often prefer not to speak to an (external) recruiter. They prefer direct contact with the employer. Or better yet: the direct manager. Latent talent wants to speak to someone who has full knowledge of the content of the position and the nature of the organization.
Who doesn't know the stories of talented IT people who carefully delete their profiles on social networks. Simply because they are fed up with being approached by Tom, Dick and Harry. If you want to attract the interest of truly scarce talent, the trick is to offer the perfect offer, at the right time, in the right place and via the right person.
Once a candidate shows interest in a position, it is important to act quickly. In an overheated market where the battle for talent is fierce, the bird can fly away again very quickly. Focus on the candidate in the application procedure, not your process. Determine the essential phases for each candidate and which ones you can skip. Make how do japanese phone numbers look like the process smooth and pleasant without unnecessary hassle. See where you can simplify and accelerate, for example by providing good mobile accessibility, video applications or online tests.
Positive candidate experience
And importantly: make every phase an experience. Think about how you can contribute to a positive candidate experience at every step . Give the touchpoints a personal touch, provide useful information, offer nice extras and let the candidate feel that he is important to you.
Everyone knows the importance, but only a few employers measure the candidate experience. In fact, you should measure it in the different phases of the candidate journey, just like customer satisfaction in the sales process. A useful tool for this is Net Promoter Score (NPS) or Growpromoter, with whom we provided a webinar last year. But research can of course also be done easily with tools such as SurveyMonkey .
What will you be working on in 2017?
This article contains a number of insights to take the candidate experience to a higher level. Are you already putting the candidate first? What are you going to work on in 2017? What are your priorities for recruitment? Do you have any more tips? I am very curious about your input.