Let’s set the expectation: Everyone wants to create an amazing experience for their candidates. And you probably want your internal staff to live and love the experience as well, right? That’s the dream, and it make sense. The harsh reality, though, is that making that dream come true day in and day out is tough. And making it even tougher is the constant need to create a consistent experience across every recruiter and every office. Add in unrelenting competition for great talent and meeting Millennials’ expectations of a unique experience, and you have a real challenge on your hands.
The result is usually a tug of war between recruiters and operations to uncover who really owns the creation of a better candidate experience within their staffing firm. In many cases, there is no clear answer.
Who should own candidate engagement?
Well, that’s a loaded question.
According to a recent study in the 2018 North American Recruiting and Staffing Trends Report, 48 percent of staffing organizations believe that candidate engagement is the recruiters’ responsibility. On the other hand, 45 percent of recruiters feel that candidate engagement is a shared responsibility across the firm.
As you can see, there is a difference of opinion as to which group truly owns the experience and unfortunately, it’s not a question we can simply ignore. There is too much at stake.
Make candidate engagement everyone’s mission
A shared investment in positive candidate experience is a great place to start. In order to gather buy-in from all parts of your staffing organization, you have to show the impact of candidate engagement to each of your stakeholder groups. You need to show that improving candidate engagement is more than just creating a better personal experience; it actually translates into real value for your business.
And it does. According to the 2017 Gallup State of the American Workplace report, organizations in the top 10 percent of engagement have a 90 percent better growth trend than their competition. Better engagement means a better reputation for your business, more repeat customers, more referrals, and ultimately, more growth.
The case for better candidate engagement is strong. Here’s how to sell an upgrade to your current engagement program across your organization:
Help your recruiters scale
The core purpose of candidate engagement is to create an emotional connection between your recruiters and candidates during the rollercoaster that is the job search. Unfortunately, your recruiters are bogged down with administrative tasks, and as much as they want to reach out to candidates throughout the entire process, it can be difficult to spread their attention equally around to all of their candidates.
The right candidate engagement program will provide the technology to automate many of those processes, but still maintain the personalization that will keep your best candidates close to you. From the initial search process to placement, your recruiters will be able to provide opportunities for continuous feedback, a wonderful first day experience and periodic check-ins that will build unprecedented brand loyalty.
Give your operations team more productivity
Improving candidate engagement has a positive impact on your operations team. Automating the tedious processes that consume your recruiters’ time gives them more time for relationship building with not just your candidates, but your clients and prospects! You’ll be able to improve productivity that will allow you to scale quickly, a must for growing or high-volume staffing firms.
Plus, the right engagement software will help you track and measure critical potential failure points like no-show rates, assignment drop-off rates and incomplete paperwork. This allows you to forecast potential revenue-impacting issues and fix them earlier.
Give your leadership team a better brand
More engagement means better business. How? Because your executives will get the visibility they need to diagnose pain points with ease and quickness. Plus, using real-time feedback, you’ll be able to measure satisfaction using standard measurements like Net Promoter Score (NPS) to better pinpoint opportunities for improvement during every step in the hiring process.
Don’t forget, engagement programs don’t stop when your candidates are hired. Great programs give your staffing firm a competitive edge by keeping great talent at your recruiter’s fingertips. You’ll quickly increase positive reviews, referrals and redeployment rates by treating your best talent like family with personalized messaging and job recommendations.
Ready to introduce candidate engagement as an essential piece of your business that everyone can get behind? If you are, now you have the reasons why it makes sense for key stakeholders. In this day and age, when expectations for ease of use and great experiences have never been higher, strong engagement is no longer a nice-to-have. With the right processes and technology in place, you’ll soon have better productivity and quality of life internally, as well as an army of loyal talent that will not just complete their assignments, but be your brand ambassadors moving forward.