Importance of Conversation v/s Automation during Recruitment

September 30, 20158:04 am431 views

New technologies and products promise HR professionals more effective and efficient ways to hire. Yet, in the rush to hire, companies often overlook the impact of a quality candidate experience.

Prospective bright talent would like to have detailed information about the company and more human interaction during the recruitment process.

Companies that are not providing information and personally connecting with candidates are at a disadvantage versus organizations that are making these tactics as a standard operating procedure.

According to insights presented by Manpower Group in its paper titled, “Making the Connection: Best Practices in Candidate Experience,” it finds that one in three prospective employees wants to receive more detailed information—not only about the specific job opportunity, but the company itself—as well as more frequent, human connection. The findings were based on research into candidate preferences, behaviours and motivators.

This survey reveals the importance of access to accurate and expansive information about an employer’s value proposition and the position itself.

Most of the prospective employees want organisations to initiate more frequent conversations in all phases of the hiring process. This includes status updates at key stages, such as completion of background checks, and even feedback on why the candidate didn’t get the position, if that is the outcome.

“Personal interaction and individualization of the recruiting process goes a long way towards attracting the best talent. And letting people know as soon as they’re not selected is just good manners. That’s what protects the employer brand,” said Melissa Hassett, vice president of client delivery, ManpowerGroup Solutions RPO.

See: Top 11 Modern Recruitment Marketing Practices to Attract and Hire Talent

Emphasising on the importance of getting back to basics when it comes to closing the gaps on candidate preferences and experiences, here are some recommendations for implementing several candidate-centric best practices. These include:

  • Automate less, talk more: Company reputations suffer when proactive candidates attempt to follow-up on their applications, only to be lost in endless voicemail.
  • Touch at the touch points: Candidates should receive calls at critical milestones of the hiring process, such as completion of background checks and drug tests.
  • Tell them when they’re out: Candidates want employers to tell them when they are out of the running – at any point along the process.
  • Referrals come first: Employee referral programs are only successful if the referrals are considered before other applicants.
  • Don’t be coy about compensation: Everything related to compensation and benefits should be spelled out as early in the process as the organization feels comfortable.
  • Use social media: Savvy companies encourage social media use by employees and don’t script or control their messaging.
  • Get out the welcome wagon: Inviting a smaller number of pre-screened candidates to a hiring event satisfies their preferences for being able to present their qualifications in person.
  • Smart phones, smart candidates: While many of today’s candidates want a human connection, they also want to be able to access information and application processes directly from their Smartphones.
  • The “just-in-time” candidate information delivery system: Employers interested in improving the candidate experience should ask only for the information necessary at each step in the process.

“Showing up on time and prepared for an interview is as much the employer’s responsibility as it is the candidate’s. Candidates develop an impression for how a company will respect their time during potential employment early in the hiring process. Scheduling problems are a business reality, so when scheduling issues occurs, a simple and honest apology can go a long way.”

Closing the information and connection gap for candidates is a simple, yet powerful tool for creating competitive advantage in today’s marketplace.

HR professionals who provide information about corporate vision, social responsibility and the employer value proposition, as well as accurate information about the position and its compensation will find themselves attracting higher quality talent.

Hassett added: “Technology is turning into a hygiene factor – it’s a basic expectation. But companies don’t need the latest and greatest technology as much as they need to make sure their interactions with candidates are meaningful and considerate.”

Also read: Top 8 Rules of Recruitment Hacking for HR Professionals

Image credit:

(Visited 1 times, 1 visits today)