Candidate engagement is the process through which a company maintains contact with and develops relationships with job seekers. Any firm seeking to thrive in today's fiercely competitive labor market must prioritize attracting and retaining top personnel. Finding the best candidate is essential, but so is keeping them involved throughout the hiring process.
In the recruitment process, providing candidates with a positive experience is crucial. At Flentis, we recognize that candidates should be treated with the utmost respect, professionalism, and courtesy, and their experience should be given attention and care to detail. Whether they are full-time employment candidates, freelancers, contractors, or independent contractors, their experience with your company's brand can set the tone for future engagements. Innovations in the contingent workforce software allow recruiters to engage with candidates meaningfully.
Effective candidate interaction may assist companies in developing a strong employer brand, enhancing the application process, using contingent workforce management software and eventually attracting the most qualified candidates. In this blog, we will discuss the significance of candidate engagement and offer advice and best practices for building an effective candidate engagement plan.
The candidate and employee experiences are strongly interconnected and can influence one another. A good applicant experience may lead to a good employee experience, whereas a bad candidate experience can lead to a bad employee experience.
A great applicant experience may lead to a pleasant work experience. Candidates with a pleasant recruiting experience are more likely to have a favorable view of the firm and its culture, which may influence their choice to accept a job offer. They are more likely to have a positive attitude about the firm after becoming workers, which may translate into better engagement, job satisfaction, and employee retention.
Studies show that candidate experience is critical for recruiting and maintaining top talent in today's employment market. Here are some of the most important findings:
A favorable applicant experience strengthens an employer's brand: According to a Talent Board poll, 78% of candidates share their positive experiences with others, and 62% are more likely to accept a job offer if they have great experience.
A lousy applicant experience can negatively impact an employer's brand: According to the same Talent Board poll, 64% of candidates who had a terrible experience are likely to tell their network about it, and 27% actively prevent others from applying to that organization.
Simplifying the application process - Candidates might be discouraged by a lengthy or complex application procedure. Simplifying the process by lowering the number of required fields, enabling candidates to submit resumes, and offering a clear job description can all help to keep candidates interested.
Frequent communication may help keep them engaged and motivated throughout the recruiting process. Giving applicants updates on the recruiting process and comments after interviews may make them feel valued and appreciated.
Using technology can assist in streamlining and improving the hiring process. This involves using applicant tracking systems (ATS) to track and supervise candidates, interview scheduling tools, and video conferencing to conduct distant interviews.
By maintaining a positive and professional tone in your discussions with applicants, the prospects want to feel appreciated and respected, and a great experience may help them stay involved.
Contingent employees are no longer used to "fill" jobs or provide short-term solutions. They are a rising resource that many firms rely on to cover difficult-to-fill roles, provide highly specialized skill sets, and provide a robust and flexible workforce worldwide. Staffing Industry Analysts (SIA) predict 52 million contingent employees in the United States by 2021. In some areas or sectors, such as technology, contingent employees can account for up to 50% of an organization's employment.
Furthermore, according to a 2020 Success Factors and Oxford Economics report, 83% of global company executives increasingly rely on "contingent, intermittent, seasonal, or consultant personnel." In specific industries, such as technology, contingent employees account for 40-50% of an organization's workforce.
Candidate engagement has become a vital component of the recruiting process for firms in today's highly competitive employment market. Organizations may develop close relationships with potential workers and promote a great employer brand image by keeping prospects engaged throughout the recruiting process. Candidates that are engaged are more likely to accept job offers and stay on as long-term workers, contributing to an organization's success.
Firms must communicate often, tailor their interactions, and give feedback and insights to keep candidates interested. Organizations may recruit top people, boost retention rates, and create a great hiring experience that benefits their brand. As a result, candidate involvement is critical for firms seeking to recruit and retain top talent, establish a good reputation, and remain competitive. To know more about candidate engagement or contingent workforce management software please visit www.Flentis.com
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procuring & managing technology for contingent and permanent workforce.
