When was the last time you applied for a job? Did the employer respond to your application, even with a simple “thanks, but no thanks?” Or, were you left wondering if your application had fallen into a black hole? If your answer is the latter, you’re not alone.
In recent years, job seekers have increasingly griped about a lack of response from employers. In fact, workers surveyed for iHire’s 2020 State of Online Recruiting Report cited “not hearing back from employers after applying or interviewing” as their top job search challenge. And, in today’s economic climate, searching for work is exceedingly emotional and frustrating, especially for those who have been unemployed for months due to COVID-19.
With high hopes for finding not necessarily the perfect job, but any job, candidates now desire communication from employers more than ever – in the least, they want to know when they are no longer in the running for a role so they can focus their search efforts elsewhere.
By leaving job seekers in the dark, you create a poor candidate experience, which can negatively impact your employer brand. And, with a sub-par employer brand, recruiting and retaining great talent only becomes more difficult.
As an HR professional, you have the chance to change this paradigm with a renewed commitment to communicating with candidates. But, communicating with every applicant is daunting when you’re a busy hiring manager who wears multiple hats.
While applicant tracking systems (ATS), candidate management platforms, and other automated messaging tools simplify communication, you still need to ensure you’re conveying the right messages at the right times. That includes communicating with candidates early in your recruiting process.
Although these candidates may not be your eventual hires, treating them well will leave them with a positive impression of your employer brand – your reputation as a workplace. Before you post your next job ad, commit to sending these three top-of-funnel messages:
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These three types of messages, although simple and straightforward, can go a long way in creating positive candidate experiences. Those experiences add up to strengthen your employer brand – regardless of whether you use automated messages, utilize templates, or respond to each candidate manually.
Moreover, a strong employer brand not only helps your recruiting and talent retention efforts, but it also has a direct effect on your overall corporate brand and reputation in your marketplace. By committing to communicating with candidates, you’ll do your part to eliminate the applicant black hole and further the hiring industry toward a much-overdue change.