.svg)
Candidate engagement is the ongoing process of communication between recruiters and potential employees throughout the recruitment process. This communication can take place through email, phone calls, or in-person meetings. The goal of candidate engagement is to keep potential employees interested in the job opportunity and the company itself.
Candidate engagement refers to the strategies and efforts used by employers and recruiters to attract, communicate with, and maintain the interest of potential job candidates throughout the recruitment process. It involves creating positive interactions and experiences to keep candidates interested and motivated to join the organization.
The role of candidate engagement is to:
Promote employer brand: Strengthen the company’s reputation as an employer of choice.
The difference between candidate experience and candidate engagement lies in their focus:
Candidate engagement best practices include:
To engage passive candidates, who are not actively seeking new job opportunities, recruiters can:
To keep candidates engaged after they receive a job offer:
To engage candidates effectively:
Improving candidate engagement can be achieved through:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
Engaging candidates post-offer involves:
Engaging candidates post-offer includes:
Candidate engagement is crucial because:
