In an interview, an applicant would also examine you the recruitment manager if they have some merit. Like you, they would have a wrong impression in the event of you not behaving well, like making a delayed appearance or interviewing without preparation.
In what way can you demonstrate that you are concerned about that potential employee and making an impression on them right through the recruitment procedure? Strong processes and systems, plus technology, can help you to confirm that applicants remain engaged and excited in the whole process.
Communication
Keep your prospective employee informed about where their application is. Almost every candidate may be aware that they are among the many good applicants, but they would like to know whether they stand a chance. An excellent recruitment manager should try to achieve their goal whether they have the wrong applicant or the stars. Email each candidate the latest regarding their application to help eliminate the worries or anxieties concerned. It is possible to be more productive as a recruitment manager with the following tools available at your disposal.
Emailing Each Unfit Candidate Your Final Decision
After any recruitment process, you may know which candidates suit the position and which ones do not. You may automatically contact the former, but it is as important to let the latter know that your company is not considering them. You may make that process largely automatic with custom tags, or delay the email to allow making the applicant feel that you have not overlooked them.
Sorting With Candidate Tags
An applicant may have to meet your recruitment requirements, like a driving license, or experience working in that role for a particular period. You may now be scanning numerous CVs for keywords, manually determining the total number of those resumes, and doing other calculations. Instead of doing those things, use tags to make the review as automatic as possible. Your candidate tracking system has to enable organizing candidate records by including custom tags to filter quickly and easily.
Sorting in that way will make the applicants with the maximum qualifications move to the highest point and your pool of candidates organized.
Reaching Out To The Candidate
How would a candidate like you to contact them? Would it be through a telephone call, electronic mail, or text message? They may prefer the third option as it allows noticing a text message about their interview from you without delay. Meet the candidate at their place to make the process of communicating efficient and comfortable for everyone concerned.
Establishing The Things To Expect And Meeting Those
It is good to keep your applicants up to date about their potential job status. When you progress in the recruitment process, establishing expectations and fulfilling your promises will make the applicant think that you regard them as important.
Do outsiders consider your company a desirable one to work at? Are you regarded with reverence as a recruitment manager? If the answers to the questions are yes, it would be worthwhile to maintain those reputations.
Scheduling
Cut down the average number of days to recruit by quickly setting up interviews with applicants and internal stakeholders. Discovering the right time for all requires much discussion and patience. Simplify this with the calendar features in your candidate tracking system.
Transparent Process
Give an applicant the chance to perform well to help them succeed. Telling that prospective employee who to meet can allow them to study and be ready for the discussion to help make their productivity good for all. You being a strong recruitment manager should make the right queries to help them prove that they are thoroughly prepared and informed regarding the process.
Around 48% of applicants who rated their experience with 5 stars, got the background details and names of interviewers beforehand, as per a recent CandE Research Report.
You and your applicant can benefit from a skip-level meeting and a culture-fit interview. That will give your potential worker an opportunity to discuss with a diverse set of organizational people, whereas you keep gaining internal consensus about your assessment.
Further, offer your applicant an advance notice about further evaluations in the future if any. In the event of them knowing that you would like references, they could start telling their previous colleagues and superiors what to anticipate consequently.
Timeline
An applicant who is very keen on joining your organization is perhaps eagerly awaiting your call, but they may be considering another opportunity too. You should decide whether or not to proceed with their application within a reasonable amount of time, and then complete the process. That applicant possibly would be grateful to you for that decision, whether it is positive or negative for them.
Formally Welcoming Your New Employee
If they accept your job offer, welcome that person to your team in the best way possible. As the recruiting manager, you should confirm that the candidate transitions smoothly into the new position. Rely on the features on your candidate tracking software to bring the person home.
Simple Onboarding
Not many people love routine work involving documentation. Have the required documentation signed in a digital form and finished. Better yet, send those documents to each candidate and get those with their digital signature. Your new worker will be grateful to you for simplifying the process.
The manager is accountable for an applicant’s hiring experience and offering them enough resources to succeed at work. Standardize the workflows to make the applicant experience reasonable and simplified, and use hiring software to double your efficiency. Let technology perform the difficult work for you so that you could pay attention to discovering the right talent for not just you but also your team.
