Job attraction is the first contact point between candidates and enterprises. Even if he doesn't apply, these interactions can still give him a certain understanding of the enterprise and the value of the job opportunities offered, and leave an impression in his mind-maybe he is your potential candidate in the future.
When attracting candidates to pay attention to recruitment information, we need to consider the following questions:
(1) Have we accurately evaluated the effectiveness of our channels and information?
(2) If we do this, what information can hit the candidate's heart? What other information can't?
(3) Apart from applying, are there any other ways to interact with candidates?
(4) Are the resources we use to attract the target candidates used in the right place?
(5) Where did the candidate leave during the attraction process? What caused them to leave?
(6) If you tried social recruitment, how did you react to the interaction between the applicant and you?
2. Work intention: After doing a lot of efforts to attract candidates, some candidates will submit their resumes into your ATS system; There are also some companies that pay attention to you and join your talent network; Some even become your customers, and you can contact them by email or SMS.
For candidates, these communications can distinguish you from other employers. But if you don't take it seriously, your information may also become spam. Therefore, when interacting with these candidates, we need to ensure timeliness and pertinence.
When the candidates who are interested in you are locked, you need to consider the following questions:
(1) Have you classified your current candidate contacts by subject, geographical location or qualification?
(2) When sending emails to these candidates, do you send general emails containing all the job information, or send targeted recruitment information according to their relevance?
(3) Will you send an email to the candidate that has nothing to do with work? For example, corporate culture, videos, interesting blog articles and dynamic information.
(4) Among the information you sent to the candidates, which information got the best response rate? Or are most of them ignored?
3. Job Search: Before job seekers apply for a job, they usually like to find out what your business is like and what it will be like to work here. They will log on to your company, official website. Therefore, it is very important to improve the candidate experience and set up a recruitment page in official website, which can clarify the misleading of the outside world and provide an excellent platform for promoting and selling your value proposition.
When candidates start to understand your business in depth, they need to consider the following questions:
(1) Is your recruitment page friendly to search engines and mobile phones?
(2) Is there any targeted content and login page for specific candidates? (such as the main occupation/department in the enterprise, campus recruitment, etc.). )
(3) Is the recruitment page convenient for candidates to find relevant recruitment information? Is there a job search function module on the recruitment page?
(4) Candidates access the recruitment page through external resources. Are there any evaluation indicators for the source sites visited externally?
4. Interview process: After entering the interview stage, the candidate experience becomes more and more important. Just like falling in love, both sides are expressing their affection for each other. Even if I finally go online, I hope to be friends and get positive comments. Here, the applicant's experience is more influenced by the interaction in the interview and the feedback and tracking after the interview. Of course, it is also important to provide a clear interview process.
When interviewing candidates, you need to consider the following questions:
(1) Are you clear enough about the steps and time of the interview?
(2) Is there a place to show on the official website?
Candidates are more likely to break the contract in the interview if:
(1) directly ask about salary and welfare subsidies;
(2) Care about commuting time and whether there is overtime;
(3) prevarication about the invitation time and unclear attitude;
(4) Directly request to send JD to the mailbox, saying that it needs to be considered;
(5) During the telephone interview, my professional ability is acceptable, but my mind is absent-minded.
So how to improve the recruitment experience? We summarized the skills to improve the examinee experience.
First of all, telephone communication leaves a sincere impression on candidates.
1. Inform the candidate of the company name appropriately. Especially when CC is given to a candidate, and when the industry span of the candidate is relatively large, the candidate can clearly know which company he is favored by.
2. clearly inform the candidates of the positions they are applying for. Usually, candidates submit more resumes in the job-hunting stage, and the differences between positions may not be great. Many candidates can't remember which company and which position they delivered. In case the candidates forget when they ask, both sides will be embarrassed.
3. Take a moment to introduce the company/position to the candidate. Judging from the author's many years of recruitment experience, most candidates do not know the delivery company/position when applying for a job. Therefore, when communicating with candidates by telephone, taking a moment to introduce the company's advantages, industry status and related benefits will help candidates to become interested in the company/position and improve the chances of interview invitation.
4. Confirm the work place with the applicant and ask about commuting. Applicants often don't care too much about the location information when submitting their resumes (I have met people who live in Jinshan and work in Zhabei). If the candidate clearly expresses his concern about this matter at the time of delivery, he will directly ask the candidate's commuting time to determine his intention (if he travels for more than 3 hours, he needs to think carefully). If the applicant says he is not concerned, he will ask if he is interested in continuing to apply for this position.
Second, e-mail communication uses enthusiastic formal communication channels.
1, warm opening remarks, showing a thirst for talents. The opening remarks of the email can be very warm greetings, such as "I was very happy to communicate with you just now, which delayed your precious time, but your professional ability left a deep impression on me", instead of "Hello, the attachment is our introduction and recruitment requirements, please check it", and there is not even a polite "thank you".
2. Make full use of email information to strengthen the company/job introduction. Even though a preliminary introduction has been made to the candidate in the telephone exchange, the impression is not deep enough after all. In the email, you can introduce the company/position again, so that candidates can think more calmly about whether they meet their job expectations. If possible, you can make a recruitment leaflet page and insert it into the email, which is more vivid than a simple text introduction.
3. Focus on the interview invitation information. Interview invitation information mainly includes: interview time, interview place and interview contact person &; Contact information, surrounding traffic reference route &; Map marking, etc. For candidates, there are indeed many unexpected situations in job hunting, so it is very important to get in touch with interview contacts in time. The surrounding traffic reference route is better for candidates to arrange the time and route in advance, and even have a preliminary understanding of the future commuting time.
Third, skillfully use recruitment software to monitor the risk of dishonesty.
With the rapid development of science and technology, in the field of human resources, we will use recruitment software more and more to improve recruitment efficiency and reduce recruitment costs. Recruitment automation has become an important development trend in the field of human resources.
So how to use the recruitment software to judge whether the candidate will come forward? There are many recruitment software on the market now, for example, there are tricks. Recruitment management functions are included in the recruitment products. In this function, HR can send company profile, corporate culture, department structure, work tasks, pre-employment procedures and other related information to candidates in advance. At the same time, you can also send some simple tasks to candidates. If the candidate fails to complete the task within the specified date or keeps shirking, it means that the candidate has a high risk of breaking the contract. For such a candidate, HR needs to pay attention and find the next candidate in advance.
Through the recruitment software, we can monitor the risk of candidates and employees not keeping appointments to a certain extent, thus optimizing the recruitment process and accelerating the recovery of recruitment investment.
The little recruit said:
Recruitment experience is becoming more and more important in recruitment, which is directly related to the employer brand of the enterprise and the recruitment effect. In order to improve the experience of candidates, HR should not only pay attention to the interview process, but also pay attention to all links in the recruitment workflow.