Many recruiters don’t have a solid candidate follow-up strategy, which leaves them vulnerable to ghosting and candidate poaching from other firms. Why does this matter? The recruiter with the best follow-up strategy will land the best, most in-demand candidates. Here are some tips for how to build that strategy and win the candidate every time. 

Treat the Candidate Like Your Customer 

The best recruiters treat candidates like a valued customer. This includes rejected candidates, who should always be treated respectfully, even if they were less-than-desirable as candidates or even if they behaved rudely. The goal is always to treat the candidate the way you’d like to be treated. If you fail in this effort, it could create a negative impression of your organization in the community.  

Start with the interview process. One LinkedIn survey showed 83% of candidates reported that a negative interview experience damaged the company’s reputation. On the flip side, 87% of candidates reported that a positive interview can increase their positive feelings of a company. 

Keep in mind social media allows bad news to travel much more quickly than ever. Having a strategy that encompasses an approach that fails to follow through with candidates or otherwise treats them with disrespect, is bad for business.  

Hiring teams must set expectations with the candidate for what the interview process entails and then keep them engaged by frequently communicating throughout that process. If you don’t, you leave yourself open to a candidate who may disappear to go to another company.  

Feedback is also highly crucial to the recruiting process. Most candidates want to know how they did in an interview. Are you sharing feedback after each interview? You can tell the candidate what they did well and also share what they could have improved. Always thank candidates and hiring teams for the time they spend during the interview process. Even if the candidate is rejected, you can still share details that will help them do better during their next interview. 

If the candidate is successful, let them know they did so well they can move on in the process or that you’ll make them an offer. If you can, speed up the time your hiring process takes. Candidates can lose interest if they are subjected to interview after interview in a long-drawn-out process. 

Another important thing is the consistent relationship between the recruiter and the candidate. If you’re passing the candidate along to multiple in your organization, the candidate needs to have one consistent go-to person that they can ask questions or get feedback from. The recruiter, if possible, should make introductions to hiring teams and subject matter experts to provide that consistency for the candidate. Even having a friendly face of the recruiter on a video chat can help a candidate feel cared for and respected.  

If you’re trying to recruit top-tier candidates, having one point of contact is critical to engaging them in your organization. That person should communicate with the candidate from the beginning to the end of the process. It gives a “concierge” feel to the process that can make the candidate feel valued.  

The best candidate strategies start with Exelare. Our software can improve the candidate communication process, automate basic tasks, and keep you in touch with top talent. To take a test drive, call us today.