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Preventing ‘Ghosting’ with Smart Candidate Nurturing

‘Ghosting’ is on the rise amongst job seekers as we speak. Smart candidate nurturing is the antidote.

The causes prospects abandon the recruitment funnel are many, per a 2022 Robert Half ballot:

  • 40% needed extra flexibility than employers had been keen to supply
  • 35% indicated the corporate took too lengthy to increase them a suggestion
  • 33% said that they had a poor interview expertise with an employer
  • 29% famous they merely received a greater job supply from one other enterprise

“To help combat ghosting, employers need to put themselves in candidates’ shoes and provide a clear picture of the role and organizational culture, a seamless recruitment process, and regular communication,” Robert Half Sr. Executive Director Paul McDonald stated.

A powerful firm tradition and streamlined expertise acquisition course of actually matter. That stated, communication ought to be a main focus in your TA crew and enterprise too.

This will solely lead your crew again to the sourcing effectively to search out extra prime expertise to have interaction and stop your recruiting org (and org at giant) from attaining its pipeline-growth and hiring objectives.

The excellent news? You can preserve candidates engaged and — and, in flip, persuade them to interview for open positions for which you suppose they’d be a really perfect match — with a data-driven, customized, automated nurture method that makes use of each electronic mail and SMS.

How to stop expertise from ghosting you with a well-coordinated candidate nurturing technique

Here’s how one can stop high-quality candidates from exiting your hiring course of with intelligently constructed (and often optimized) nurtures despatched by way of each emails and SMS.

Know candidates’ communications preferences and alter your method accordingly.

The cornerstone of candidate expertise is understanding prospects’ most well-liked mediums of communication so recruiters corresponding to your self know the suitable ‘places’ to attach with them.

With that in thoughts, it’s very important to judge each your particular person and crew’s latest sourcing and nurturing actions to discern whether or not your prospects favor electronic mail, textual content messages, or each, in relation to discussing job alternatives with them.

  • For occasion, in the event you discover the nurture electronic mail click-through price for many engineering candidates in your pipeline is pretty low, contemplate shifting to an SMS-centric technique.
  • You might arrange a multi-text cadence utilizing a candidate-engagement platform like Grayscale that sends messages to those prospects over, say, the course of every week or two after which see if this method outperforms electronic mail.
  • If your conversion charges (notably, your reply and ‘sourced-to-screen’ charges) enhance, that’s a transparent sign SMS ought to play a much bigger half in your candidate nurturing program.

Just make sure you replace your candidate personas with the findings from this evaluation (and, if wanted, nurture changes) so you possibly can simply determine which segments of passive candidates like which communication methodology(s) (e.g., by work/function kind, expertise degree).

“Our customers see the most engagement increases when they lean into the platforms their candidates are most open to,” Grayscale Cofounder and CEO Ty Abernathy said. “Curating a system of data-driven communication, usually optimized for SMS, allows our customers to see a 51% reply rate with a six-minute average response time.”

candidate nurturing

Be clear and concise along with your messaging, and set the suitable expectations with expertise.

Two frequent causes job candidates and sourced candidates alike ghost corporations like yours is that they get turned off by unnecessarily prolonged and complicated nurture communications and aren’t saved up to the mark about ‘next steps’ following every engagement within the nurture cycle.

Let’s deal with the previous motive first.

Just as you don’t need your job descriptions to show into novels, you don’t need nurture emails or texts to dive into an excessive amount of unnecessary or redundant element relating to open roles.

  • Brevity is the secret, in relation to candidate nurturing.

Passive candidates want a motive to open your electronic mail or SMS. That means punchy, to-the-point copy that dives proper into why you’re contacting them and providing succinct job particulars and, ideally, a hyperlink to study extra concerning the function at their very own leisure is important to driving them to your careers web page or getting them to achieve out to you instantly.

“Delivering brief, personalized text messages to top prospects can help make a lasting impression for the candidates your team engages and works with,” Ty said.

This observe is as straightforward as establishing an automatic textual content to communication issues like:

  • “Hi, [name]. We saw you submitted your background check. Thanks! It won’t be returned for a few days, but we’ll let you know as soon as we get it. In the meantime, let me know if you have any Qs!”
  • “Hey there, [name]! I’m [your name] from [company name]. I saw you applied for the open [X] role. I’ll reach out via email tomorrow with your next steps. Can’t wait to chat more about it with you!”

“The more you can engage and communicate with your candidates about what is going on, the easier it is for them to stay involved in the recruiting process,” based on Ty.

As for not being saved abreast of what’s developing within the recruitment course of, candidates get pissed off when corporations fail to remain in contact with them relating to the subsequent stage(s).

They wish to know what number of interview rounds will happen, if an evaluation will must be taken in some unspecified time in the future, and when a remaining hiring choice is predicted to be made.

Neglect to share well timed updates like these (and, basically, keep prime of thoughts) with people in your pipeline, and people prospects will very seemingly vacate your recruiting course of outright.

Upgrade to an applicant monitoring system with higher candidate-nurturing capabilities.

Modifying your recruitment advertising efforts (and, actually, recruitment technique at giant) via common evaluation and optimization of your candidate-nurturing is nice.

However, this work shall be fruitless, with out the suitable expertise acquisition answer that will help you improve your prospect engagement efforts and leverage nurture marketing campaign information.

Consider LeverTRM customers who combine with Grayscale. These expertise groups are capable of:

  • Add premier expertise to their database, analyze candidates’ resumes shortly and effectively, and decide which of those passive and energetic candidates to achieve out to relating to open roles
  • Customize LeverTRM’s out-of-the-box nurture templates for particular positions or groups and create individualized drip campaigns in Grayscale that automate individualized SMS messages
  • Develop a joint nurture method utilizing LeverTRM and Grayscale (e.g., ship three-email cadence, then ship a textual content message to unengaged prospects to see if that ‘nudges’ them to answer)
  • Analyze unified information associated to this coordinated nurture technique (i.e., sync Grayscale engagement information into LeverTRM to unify these insights with email-nurture information) to which sort of message (one or each) resonated with the goal expertise in query.
  • Optimize their nurtures, based mostly on this data, and check a brand new method to repeatedly enhance their candidate engagement metrics and advance extra prospects via their funnel

“As we think about ways to both proactively and reactively connect with candidates, we believe in using all the channels in a cohesive and respectful way,” per Ty.

One greatest observe, Ty relayed, is to make use of SMS to ship customized reminders to immediate fast motion after which use electronic mail for extra essential data.

“When it comes to automated nurtures, the concept of using more tech to create a human-oriented system seems oxymoronic,” Ty defined. “Use tech to enable quicker movement through the mundane processes, like scheduling, to talk with a candidate faster.”

Download our eBook on candidate nurturing to get professional ideas that may make it easier to and your expertise crew higher join with prospects and transfer them via your recruitment funnel.

automated nurture for hiring at scale

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