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I’m Engaged. Not Desperate. There’s a Difference.

by Ash bennett/ Friday 5th January 2018

Keeping candidates engaged and attracting them

Achieving the right communication balance can make the difference between keeping a candidate engaged and thoroughly irritating them. With that in mind, I’ve drafted four methods to keep you at the front of their minds without seeming desperate.

Give Them Free Stuff

I’m not talking about a feckless branded mouse mat or sending a copy of the latest glossy salary survey (really?!). We need to be a little more creative. This way, it arguably becomes more valuable, useful and memorable.

Examples of this can include providing a proactive approach. For example, providing interview tips, CV advice, or guidance on how to manage their resignation. Furthermore, collating all this beneficial information in the form of ‘how-to’ guides, exclusive document access or perhaps factual case studies will help create a value-added service.

Demonstrate Your Expert Knowledge

In the same way you use industry information to develop business with prospective clients, you can also use it to retain great candidates.  For example, if you’re working with an ambitious and engaged candidate, they are so much more likely to fly through an interview if they’ve got leading industry knowledge.

Regularly updating your content to include specific industry information will help set you apart from other recruiters who only send them details of unfitting vacancies.  An excellent way to get this kind of content out to your candidates is to have a company blog.

Keep in Touch

For ‘hot-to-trot’ perm candidates, aim to speak to them on the phone every other week. Updating them on what you’ve been doing (for them!) and send an email each week with information will help. If you recruit temps, it’s important that you know who’s ready to work, so they’ll accept.

When calling candidates, be honest and thorough. Even if you don’t have any jobs to talk to them about, they would prefer you to tell them exactly what the score is, rather than talking ‘fluff’.

If candidates are bought into you, they can be a fantastic sounding board.  If you’re working on a position in their sector, there’s a good chance they might be able to recommend someone. They’d probably prefer you to call them about a job for them, but it keeps the momentum going, the communication lines open and in turn helps build trust.

Build Rapport

Recruiting is a relationship-driven business. People give their business to individuals they like and to those who provide them with results. It is your job to identify the priorities of your client so you can present the most suitable candidate and identify their priorities so they will accept offers.

It begins with how you present yourself, your level of commitment, how you schedule your interviews, asking the right questions (and getting the answers you want) and delivering feedback.

When you accomplish this level of rapport, you will enjoy a rewarding relationship that will consistently result in higher production levels. Thus, an engaged consultant and candidate relationship management is at the core of successful billing.

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