Candidate engagement in remote hiring.

The hunt for the right candidate is at an all-time high making a recruiter’s job tougher and tougher with each passing day. There’s no winning with the modern candidates as the best wants nothing but the best- a good package, growth, perks and benefits, and of course, a great candidate experience.

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Now, a great candidate experience can’t be ascertained as it refers to how the candidate feels, but one of the significant elements is candidate engagement. But you’ll be surprised that 63% of candidates said that employers do not communicate adequately and could do with some improvement. Shocking, right?

 

So, what can you do if you want your company to become part of the top 17% of companies that deliver top-notch engagement? Take a lot at what some peers are doing to ensure the same.

Lokesh Latchiyapriyan

Director - Tech Talent Acquisition at Meesho

Promoting buddy culture at Meesho

“Earlier candidates would come to the office for their interviews and would get a look and feel of it, see where it is located, talk to the other employees and that used to take care of candidate experience majorly. But now, everything is virtual, and that option is entirely out of the question. So, post the initial phone calls when we go for the interviews, we try to do it on Zoom or Google meet and ask the candidates and the panel to keep their video on to provide face-to-face interaction even in the virtual space. And once a candidate is selected, we have certain post-offer engagement plans in place. We get the candidates in touch with the hiring manager to give them the chance and platform to ask questions they might not have felt comfortable asking before and introduce a buddy to them. The buddy then helps the candidate get a complete hang of not just their roles and responsibilities but also the company’s culture.”

Swetha Harikrishnan

Director - HR at HackerEarth

The pandemic effect on job hopping and its countermeasures

“The pandemic has brought everyone to the same level. And contrary to what we thought the pandemic might slow down employees from switching jobs frequently, it has increased. Candidates are looking at multiple offers before selecting one, which has put pressure on us recruiters. So, at HackerEarth, we have been trying to ensure that we constantly stay connected with our candidates pre and post-offer, not to let our efforts go to waste. We have incorporated several tools in our hiring process and created a dedicated team for the same.”

Vijay Arcot

Director - Talent Acquisition at Y Media Labs

Everything boils down to candidate engagement

“Things have changed a lot since the pandemic hit, but the good part is everyone is on a leveled field. Companies can’t entice candidates based on their office locations, infrastructure or other benefits of working from the office that they could do before. Right now, everything boils down to candidate engagement. So, we have been trying our best to constantly engage with candidates via calls and keep them updated about the company. We give out all the information upfront, encourage them to ask questions and get to know the company and their role thoroughly before joining. This gives them a sense of belongingness, and we have seen a significant decrease in our offer drop-off rate.”

Trend Report: Candidate Engagement Technology Helps Your Bottom Line

J. Anish Kumar

Manager - Talent Acquisition at PayPal

Everything boils down to candidate engagement

“We focus on making the candidates see the value proposition of joining PayPal. And that’s what we believe you win in the current candidate-led war of talent. If you can align the candidates with your mission and vision right from the beginning, you can be assured that you are moving forward with candidates who genuinely want to be a part of the firm. Hike has become a massive factor for many candidates deciding which firm they wish to join. However, we try to show candidates that more than the hike, they should be looking at things that are way more substantial in the long run, such as work-life balance. It’s the long term trade-off that the candidates should be focusing on, and that’s where we draw their attention to.”

Key Takeaways

  • 63% of candidates said that employers do not communicate adequately and could improve it.
  • Companies have started treating candidates as their employees post-offer to reduce the drop-off rate by constantly engaging with them.
  • Companies have started prioritizing candidate engagement in their hiring process.
  • More companies are using technologies and dedicated teams to boost their candidate engagement.
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