Often, hiring managers implement a great marketing strategy to get job seekers to apply to their organization. But they can fall short in efforts to build a relationship with the job seeker once they apply to a position, become a candidate, and interview for a position. Regardless of whether or not a job seeker is determined to be the right fit for your organization, how businesses communicate with job seekers through all stages of the recruiting process is very important. If you don’t communicate properly, you risk hurting the reputation of your business, as well as the professional growth of the job applicant.
Employer Branding Impacts Job Search
The amount of effort an employer puts into brand building and communication with job seekers is very important to job seekers. A report from job search and salary research website Glassdoor found that 94% of job seekers said they are more likely to apply for a job if it’s clear that the employer actively manages their brand. This includes sharing updates with the public on their company culture and work environment, updating employer profiles and responding to company reviews. Furthermore, a study from Direct Employers concluded that 32% of job seekers are unlikely to buy from a company that doesn’t respond to their application and fails to properly communicate with job seekers.
Communicate with Job Seekers to Show You Care
It is in your business’s best interest to communicate with job seekers and anyone else in a manner that shows you care about people. You will be making a big difference in the stress levels of job seekers, and promoting positive talk about your company. This makes you more likely to attract future talent that could be an asset to your company. Below are some tips on how businesses should communicate with job seekers:
- Let candidates know when their application was received. If they will be considered for the job, inform them of the next steps they can expect. If you don’t consider them, send a nice thank you email and wish them luck in their job search. Also, follow up with candidates after interviews, and notify them when hiring decisions are made, even if they didn’t get the job.
- Give candidates feedback. After an interview, communicate with job seekers on their performance, and what they can improve on.
- Use proper communication channels. Email is good to use to an extent, but certain things, like interview feedback and job offer negotiations are better to do in person or over the phone. For quicker communication and responses to job seekers, channels such as social media, email and text are appropriate.
- Be open about salary. According to a LinkedIn global talent trends survey, 52% of job seekers want to know the estimated salary range for a job up front. Salary communication with job seekers in the beginning makes your organization seem more trustworthy and relieves anxiety for the candidate. It also gives the candidate an idea right away if the job is a match for their skills and experience.
Businesses that take the time to properly communicate with job seekers avoid letting talented candidates fall through the cracks. They also show appreciation for anyone that expresses interest in their company, which will encourage more interest in the future.
Author: Jessica Cody
Jessica Cody, a native of Fairfield County, Connecticut, has a background in online marketing and public relations. Currently, she works at VHMNetwork LLC in the role of Marketing Analyst. She is a graduate of the University of Connecticut, where she studied Journalism and Political Science. She is also an avid runner with a passion for the outdoors.
