Talent Nurturing: how to optimize the candidate’s experience

What is the purpose of nourishing talents? Why use this method? This method allows Keep the candidates. These are increasingly volatile today. We see it on a number of professions, it is often those who decide and can disengage at any time from a recruitment process. When a candidate is in active research, he will apply to different companies, but it is not because he has applied that he will necessarily go to the end of the process. It is necessary makes you want to go in the end.

How do you feed the talents improving the candidate’s experience?

Talent Nurturing improves the experience of candidates, because this method allows them to feel considered, of Live a personalized and unique experience. The idea isSend content more in line with their expectations. The current recruitment processes are sometimes a little opaque. As a candidate, you very often receive a first message, so stay for 1, 2, 3 weeks unanswered by the company.

Deposit maintain the commitment during the recruitment process, It is necessary communicate even after the recognition of receiving a candidacy. At that time, the person has already had a precise idea of ​​what the company offers.

The actions to be implemented to maintain the commitment

Once the person has done the application phase, he must be kept informed e Be transparent in the recruitment process. It may seem obvious, but today few companies do it. For example, you can indicate to the candidate all the steps in which it will pass and even, if possible, the average waiting time between each step.

The companies communicate enormously upstream on everything related to the employer brand to attract, sensitize and ensure that talents want to join them. The problem: this dynamic is becoming similar, even completely stops once the candidate has applied to the company. For Create this continuous commitment, you can shippingYeri an e -mail with all the information to be prepared before the interview. The goal? Allow the candidate to permanently project himself on the position he aims.

The video format is widely used today. The success of platforms like Instagram and Tiktok proves it. Candidates and consumers love short videos. To continually feed the employer brand, send useful advice for video to the candidate to allow him to prepare better, to note questions to ask. It will therefore be reassured and much more serene in D -Day, because there is often a form of apprehension before spending an interview.

The means of communication to which they encourage

GThanks to the ATS software, it is possible to respond to each candidate, automated and personalizedly. Or from EMgarlic, the communication channel usually used, but also by SMS. Try to choose the most suitable communication mode to stay in touch with the candidate and offer him the best possible interaction.

After the interview, the candidates await a return from you. The best, if you can, is to call the person to explain the decision made to him.

At the end of the recruitment, VHe can also ask for an experience of returning from the candidate. Through sending a questionnaire, meAura is the opportunity to express his feelings, which has more and discontent him during the recruitment. This Feedback Candidat It is essential to design a recruitment process that meets the expectations of future employees.

Advice to obtain nutritional talent

• Identifying the candidates for whom you want to carry out specific actions. On the accusation, qualified professionals are very volatile, particular attention must be paid. For example, posts in it, sales, but also in the construction professions. These candidates are not legions and therefore we must distinguish ourselves from colleagues.
• There are also interesting chatbot solutions a Treats the candidate experience upstream of the recruitment process. They allow you to exchange profiles interested in the company, but which would not be in the candidacy phase. On the cat, the person asks his questions to the company’s employees. This allows a potential candidate to have a more precise idea of ​​the company and the refined position.
• It is necessary Go there And design a candidate experience consistent with the promise transmitted by the employer brand. Creates a form of alignment, upstream, during and after the recruitment process. Because, it is not because a candidate is refused that we cannot keep the link with him. On the contrary, when recruited, it must cause a good onboarding on the collaborator side. Hence this alignment!