In recent years there has been a great evolution in companies when it comes to employee engagement.
If the subject was little discussed before, today there is great planning in organizations for retaining and motivating employees.
However, it is still necessary to give more space to another topic of great importance: the candidate engagement. Many HR leaders and professionals have not yet noticed that engagement is something that is built since recruitment.
With that in mind, we have put together in this article everything you need to know about the subject, from concept to application in practice. Want to know more? Check it out below!
What is candidate engagement?
Engagement of candidates is the practice of making applicants for a vacancy more engaged in the stages of the selection process. For this, it is necessary to arouse interest in being part of the company through specific actions, such as reinforcing the benefits and professional challenges that the organization offers.
In an increasingly competitive market, attracting the attention of the best professionals is a great challenge. Therefore, standing out in the way of approaching candidates is essential to start ahead of competitors in the war for talent.
Selection processes can be long, with many tests and interviews. If the candidate is not engaged, he will probably not make 100% efforts to complete the proposed steps.
When this happens, the evaluation is impaired, which reduces the quality of hiring.
How to promote the engagement of candidates in the selection process?
Now that you know the importance of engage candidates in the selection processs, it is time to learn how to apply this idea in practice. Some practices and attitudes are fundamental in achieving this goal. See below for details on each one.
Be transparent in communication
Taking care of the candidate’s experience is essential in any selection process. Therefore, communication must be open and transparent at all times, from the vacancy announcement to the final feedback.
Before publishing the vacancy, have a full understanding of the scope of work and the routine of the sector. This way you will know exactly how to answer any questions from the candidate.
The greater the accuracy of the answers, the more confident and convinced he will be that he is in the right place.
Whenever you need to contact the candidate, prioritize email. It is the best way to keep the information recorded and respect the professional’s time.
If you need to call, choose times when the candidate will be available. For example: if the person studies in the morning, call in the afternoon. Thus, the chances of her being able to talk with ease will be much greater.
Create a selection process schedule
Create one timeline of the selection process it is one of the most important initiatives for the engagement of candidates.
Disclose in the first contact the dates and times of all stages. This allows the professional to organize his agenda to reconcile the interviews with other commitments.
You feedbacks they must be done by email or an online platform, in order to make the process more dynamic.
Respecting the schedule is also essential. If there is any delay in the steps, notify the candidate in advance so that he is aware of everything that happens in the process.
Use gamification in assessments
To implement game dynamics in the stages of the selection process is an excellent way to promote the candidate engagement.
Participating in tests and interviews is mentally draining for many professionals. Therefore, using artifices like scores, rankings and challenges it’s a way to make this moment lighter and more fun.
How about a group dynamic with cards or electronic games? Certainly everyone will feel more comfortable to demonstrate their qualities.
Another good tip is to ask the professional to develop a small project or strategy, using a scoring system to give feedback.
Gamification makes the process more attractive and facilitates the selection of professionals based on competences, ensuring quality of contracts.
Encourage the desire to join the team
Throughout the selection process, encourage the desire to join the team. Invite the candidate to learn about the company’s facilities, both common areas and workspaces.
Introduce him to the team, so that he becomes familiar with the people and the internal climate. This makes all the difference in candidate engagement, as they can see in practice what the day-to-day life in the place is like.
In the interviews, reinforce the details about the organizational culture, so that the future employee already begins to identify with the company’s values.
Talk about the benefits, the quality of the team and everything that can serve as an incentive for the candidate to accept the proposal.
Do employer branding
Employer branding is the construction of brand image as an employer. For the perception of the market to be positive, it is necessary to use the communication channels to attract the attention of the best talent for the organization.
There are several actions that help to build this image. Writing job vacancies that reflect the organization’s culture is already a big step. All descriptions must contain the objectives of the company and the details of the activities to be carried out.
Remuneration can be discussed later, but it is recommended to give at least an idea of the salary range to the candidate.
To do videos and posts on social networks with testimonials from current employees is also a good way. So, even before you announce a vacancy, good talents in the market already will be keeping an eye on the company.
All this planning will be worthless if the company does not put into practice what it discloses.
It is essential to cultivate a good work environment, value employees and offer opportunities for professional growth. Thus, the team itself will be a spokesperson for the company in the construction of the employer brand.
Those were our tips on candidate engagement! Now, just evaluate your company’s scenario and implement the strategies we covered in this post. Certainly the selection processes will be much more effective, which will help in the construction of a qualified and productive team.
If you liked the post, don’t forget to leave a comment! We look forward to hearing what you do to engage your company’s candidates!
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