Poor communication leaves applicants uncomfortable, confused, or dissatisfied – three characteristics that companies are not trying to cultivate! Unfortunately, many companies unknowingly deter job-seekers with their subpar communication. Communication flaws that applicants often cite include not hearing back from interviewers in a timely manner; not receiving frequent status updates; and not knowing what steps will follow in the interview process. Many job-seekers who do not receive adequate communication will abandon or withdraw their application. With the number of applications that many companies receive weekly or even daily, it can feel impossible to communicate with each person.
However, attracting talented job-seekers requires prompt and intentional communication during the hiring process.
Read on to learn the 3 ways to connect to diverse talent through communication!
Why Improving Your Communication Process is Beneficial for Your Organization
The first and most obvious benefit of good communication with applicants is retention! Applicants are more likely to stay for each stage of the hiring process if they are receiving information at every advancement. When job-seekers experience good communication throughout the hiring process, they can trust that, once hired, their experience in the company will include good communication. In addition, timely follow-up leaves applicants with a positive impression of the company’s employer brand, regardless of whether they’re hired. Leaving the hiring process with a positive experience makes candidates more likely to apply again in the future or even refer a friend, which aids in the search for talented and diverse applicants.
Best Practices for Solving the Problem
#1 Establish a set communication process that applies to every applicant.
The best way to be sure no applicant “falls through the cracks” is by setting up a communication process that applies to every candidate.
From initial contact after a candidate’s application submission to follow-ups to schedule interviews, select a specific person to handle each stage of communication during the hiring process.
Each stage can be tied to an email, a phone call, or an in-person conversation. But the main goal is to ensure that job-seekers always feel acknowledged and comfortable during the application process, whether they are hired or not.
#2 Automate communication when acceptable.
Automation can be a big help with the application process. Automatic emails that send notices when documents are received, for example, can save valuable time for interviewers.
A tracking system can also be beneficial during the hiring process, so interviewers can easily see a record of all communication with job-seekers. However, be careful not to automate items that should be personal. Candidates know when they’re receiving personal communication versus a generic message.
Unique, personalized emails, phone calls, texts, etc., can build trust with applicants as well as strengthen your employer brand.
#3 Provide a resource to candidates for questions and concerns during the interview process.
Sometimes applicants need someone to talk to! If they get stuck in a process of automation or can’t get in touch with a company representative promptly, they’re likely to drop out of the interview process. To remedy this, make sure that applicants in your interview process know the correct person to contact if they have questions or concerns. Having an available resource for communication can assist greatly with applicant retention!
In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a considerate feedback process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Communication”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!