3 relationship management tips to improve candidate engagement

Published On: Mar 11, 2019
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Candidate experience and relationship management are two sides of the same coin: engagement. Recruiters who actively manage their interactions with job seekers can develop valuable insights that can reduce the time it takes to source qualified medical job seekers.

Here are three tips to improve your communication strategy:


1. Understand the signs of low engagement


Candidate engagement can be defined as a measurement of how responsive candidates are during the recruitment process. The level of responsiveness exhibited by candidates typically correlates with two factors: the responsiveness of the recruiter and the candidate's perception of their treatment. In other words, slow communication from the recruiter and low-quality interactions are likely to reduce engagement rates.

Typical signs of low engagement are:

  • Hiring cycles that drag on beyond industry averages.

  • Emails that go unanswered for days.

  • Low application completion rates.

  • Few human interactions throughout the recruitment process.



Frequent interactions with candidates can improve engagement.Frequent interactions with candidates can improve engagement.




2. Increase communication with candidates


When assessing candidate engagement, recruiters should turn a critical eye to both the number of interactions they have with the average candidate and the quality of those conversations. Lapses between interactions can leave candidates feeling ignored. When there isn't any news to convey, recruiters can fill these gaps with content about the employer. The recruit will find the information valuable, and he or she won't feel forgotten.

Similarly, low-quality engagements with candidates don't move the recruitment timeline forward. High-quality interactions feel like a valuable use of time, and push candidates toward a concrete outcome. When candidates move through the recruitment pipeline efficiently, recruiters can spend more time getting to know candidates who initially seem like a good fit.


3. Leverage technology to speed your recruitment process


Without technology, it's all but impossible for recruiters to effectively increase the number of interactions with candidates and raise the quality of each encounter. Technology that streamlines applications and automates confirmation emails not only saves recruiters valuable time, but also enhances candidate engagement at a low ongoing resource cost.

By automating mundane tasks like sending articles and other content to recruiters, recruiters can make better use of their time to focus on the candidates who are best suited for the job.

Now that you're ready to build better relationships with candidates, connect with qualified medical job seekers on myHealthTalent.com. These days, candidate experience and relationship management are two sides of the same coin: engagement.