Well, yes, partly. For instance, we are aware of the significance of creating an excellent candidate experience. It goes without saying that if their experience doesn’t meet their expectations, they will leave your process. Therefore, the question naturally arises: How do you raise your standards to match those of your candidates?
Intro to Candidate Centric Hiring vs. HR Centric
Why is candidate-centric recruiting important?
As the number of job opportunities continues to rise, adopting candidate-centric recruiting is becoming more and more crucial. Companies typically encounter a large number of applicants and can afford to be more selective when hiring when there are fewer job openings. On the other hand, when applicants have access to a variety of positions, they are better able to weigh their options and choose the best one.
This means that businesses must ensure they impress job candidates at every stage of the hiring and recruitment process if they want to continue attracting top talent. By concentrating on job candidates and encouraging them to apply for open positions, implementing a candidate-centric recruitment strategy can help you improve your processes.
What is candidate-centric recruiting?
A recruiting method known as “candidate-centric recruiting” focuses on developing enduring relationships with job candidates. Employing managers who use candidate-centric recruiting strategies make an effort to determine what potential candidates need in order to enhance the hiring process. Employers can use this system to find and hire the best candidates for jobs at their businesses.
What are the benefits of candidate-centric recruiting?
Due to the numerous advantages of adopting a candidate-centric recruitment strategy, many businesses are doing so. While encouraging qualified candidates to apply for open positions may be the primary objective, there are a number of other ways this recruitment strategy can benefit your company. Implementing candidate-centric recruiting methods can benefit you by:
Candidate-centric vs. employer-centric recruiting
Although both candidate-centric and employer-centric recruiting strategies are common, they are distinct from one another in a number of ways. Employer-centric recruitment prioritizes how to first meet the needs of the business owner and their company, as opposed to focusing on how to meet the needs of potential job candidates. Employer-centric recruiting strategies prioritize filling open positions over fostering long-term relationships with job candidates.
Tips to implement candidate-centric recruiting
The following advice will assist you in implementing candidate-centric hiring at your company:
Develop candidate personas
Your ideal candidate is embodied by an archetype or fictional character known as a candidate persona. Businesses may conduct research on qualified job candidates to ascertain what objectives, skills, and experiences they share in order to create a candidate persona. They can use this information to determine the kinds of people who might be interested in applying for jobs at their company and to make more persuasive advertisements to attract those individuals. By creating candidate personas, you can better understand the needs of potential employees, develop empathy for them, decide what incentives to provide, and enhance your hiring procedure.
Elevate your job advertisements
You can increase the number of applications you receive and the caliber of the job candidates who apply by improving your job advertisements. Review your previous marketing campaigns to identify the most effective advertisements. Pay close attention to the locations you placed the ads, the rewards you provided, and the creative elements you used. Additionally, be sure to note any unsuccessful campaigns and evaluate them to determine where there is room for improvement. This can assist you in future hiring campaign optimization, which can lower recruitment costs.
To engage potential applicants, use transparent language that is genuine in your job advertisements. To establish a sense of one-on-one communication with your target audience, you can also experiment with using social media messenger ads or chatbots. Lastly, check that your company website is professional-looking and that your career opportunities are easily accessible. With potential job candidates, this can help you make a great first impression and motivate them to apply.
Map out the candidate journey
Examine your hiring and recruitment procedures to produce a visual depiction of the entire candidate journey. Some of the key areas you might focus on include:
This can assist you in identifying opportunities to enhance the hiring process and increase the number of job offers accepted by applicants. Try to gauge how candidates might feel at each stage of the hiring and recruitment process as you create your map. In order to keep candidates interested, you can use this to create original recruitment content for each stage of the candidate journey.
Keep your candidates informed
After mapping out the candidate journey, look for any potential snags that might prolong the hiring procedure. For instance, if you only received a small number of applications or a key decision-maker on your team is unavailable, it might take you longer to extend a job offer to a candidate. Find ways to make these procedures more efficient to speed up the hiring process and keep candidates interested.
Additionally, you can inform your candidates at every stage of the selection process by sending them emails or text messages with automated updates. Send a candidate a calendar invite and automated reminders if you schedule an interview. This can ensure they have all the information they need. Maintaining open lines of communication with each prospective hire can help them feel appreciated.
Maintain a talent pool
Creating a talent pool of qualified applicants is a great way to quickly fill future job openings. Hiring managers keep applications from candidates who have previously expressed interest in working for their company in a database known as a talent pool. These candidates may have applied before you were hiring for a particular position or they may have attended an interview for a position for which you previously hired a different applicant. Candidates who were recommended to you by others or who joined your talent network using inbound marketing techniques are also acceptable.
Continue to interact with these candidates frequently after you’ve established your talent pool by sharing content they might find useful. For instance, you could produce educational blog posts, videos, or webinars to give them more value. When it comes time to hire again, you can make sure you have a pool of several pre-qualified applicants who are enthusiastic about working for your business.
Consider your employee value proposition
A set of values or benefits that an employer provides to its employees is known as an “employee value proposition.” You can become a more appealing employer, which will help you draw in qualified candidates for open positions and keep your current employees by having a clearly defined employee value proposition. Research what incentives your competitors are offering candidates. A sign-on bonus, tuition reimbursement, work-from-home opportunities, or a flexible schedule are a few examples of the perks they might be providing. Then, think about what you can provide that might make you stand out from your rivals.
Consider the non-cash benefits that employees may receive from working for you in addition to a competitive salary, benefits package, and perks. This might entail getting the chance to work on interesting projects, participating in career development programs, or being a part of a great workplace culture. Include your employee value proposition, once you’ve determined what it is, in your advertisements and hiring campaigns to show potential employees the advantages of working for your business.
Ask for candidate feedback
Ask candidates for feedback at various points in the hiring process to better understand how they feel at various times. You can use this to pinpoint problem areas and keep enhancing your recruitment tactics. Distributing candidate experience surveys is one way to solicit comments. This can help you communicate with candidates during the hiring process and give you candid information. Some of the questions you might ask candidates include:
You can send candidates these surveys via text or email. Limit the number of questions you ask so that candidates can complete them quickly and easily. This can increase the response rate you get from people and enable you to learn more.
Promote your company online
Utilize your social media pages to continue promoting your business online. You can create organic posts that highlight the benefits of working for your company by using your employee value proposition. You could, for instance, post pictures of your team having lunch together, working on a fun project, taking advantage of the company’s perks, or commemorating a significant occasion.
You can assist potential job candidates in visualizing what it might be like to work at your organization by publishing social media content that reflects your workplace culture. Additionally, this tactic can help you reach out to and interact with qualified candidates, expanding your talent pool.
Be humble
Be modest and sincere in all of your interactions with job applicants. Gratitude for each candidate’s time, patience when responding to their inquiries, and attentive listening to them during discussions This will enable you to make candidates feel at ease throughout the hiring process. Additionally, it can help you establish a rapport with them and get to know them better personally, which can aid in the hiring decision-making process.
Recognize the potential contributions that various candidates could make to your team and let them know you are happy to be a resource for them as they continue the hiring process with your business. The likelihood that your chosen candidate will accept your job offer when you extend it to them can be increased by being gracious and accommodating.
FAQ
What is a centralized hiring process?
Candidate-centric recruiting is a recruiting strategy that puts candidates first. Building long-term relationships with candidates rather than just selecting the top candidates for your open positions is the aim of candidate-centric recruiting.
Which ones are the 3 KPIs for a recruiter?
One human resources team within a company makes all direct-hire creative staffing decisions through the practice of centralizing recruiting. A centralized team of corporate recruiters manages the hiring process for all new employees across all departments.
