How to Maintain Candidate Engagement Throughout the Sourcing Process (Guest blog)

Keeping candidates engaged throughout the sourcing process is critical, yet it is a daunting task. 

A staggering 49% of job seekers believe job applications are too long and complicated, while 60% of candidates abandon an application mid-way due to its complexity. In short, losing top talent due to poor engagement is all too common. But there’s good news! With a few strategic changes, you can dramatically improve your sourcing process and retain candidates' attention from start to finish.

Why Candidate Engagement Matters

Let’s start with a quick reality check: only 25% of candidates report being satisfied with the talent sourcing process. It’s safe to say that many organizations are falling short. But the effort to keep candidates engaged is not just about filling roles faster. It's about:

●    Improving candidate experience: A seamless process leaves candidates feeling positive about your company.
●    Boosting employer brand: Engaged candidates are more likely to speak well of your organization, even if they don't get the job.
●    Ensuring better hires: Engaged candidates are more likely to stay invested and prepared, increasing your chances of securing the right hire.

Here’s how to keep candidates engaged every step of the way:

1. Simplify the Application Process

You wouldn’t want to spend hours filling out forms, so why ask your candidates to do that? 60% of candidates drop out due to lengthy or confusing application processes. To avoid losing great candidates, streamline the process as much as possible.

●    Keep it short and sweet: Remove unnecessary steps. Ask only for essential information.
●    Mobile-friendly applications: Ensure your forms are easy to fill out on mobile devices.
●    Allow resume uploads: Candidates appreciate the convenience of uploading their resume instead of re-entering information.
●    Save progress: Let candidates save their application midway and return later, ensuring flexibility.

You're telling candidates you value their time by simplifying the application process. When the process is intuitive, they’ll feel encouraged to complete it.

2. Consistent and Clear Communication

A candidate commonly complains about the lack of communication. 65% of candidates report inconsistent or non-existent communication during the hiring process. It is a surefire way to frustrate applicants and lower your brand’s reputation.

●    Set expectations upfront: Provide a clear timeline at the beginning of the process. 83% of candidates prefer knowing what to expect.
●    Follow through: Keep candidates informed at each stage. Even if there’s a delay, communicate that.
●    Be responsive: Acknowledge when candidates reach out with queries. A simple email reply can make a big difference.
●    Feedback: After rejection, send personalized feedback. Around 70% of rejected candidates say they’d leave with a positive impression if they received meaningful feedback.

Consistent, transparent communication fosters trust and keeps candidates interested in your process. You’ll see less frustration and more appreciation when candidates feel informed.

3. Personalize Job Recommendations

Have you ever visited an online store and received product recommendations based on your past searches? The same logic should apply to your job candidates. Yet, only 12% of companies personalize job recommendations. It’s a missed opportunity.

●    Utilize data-driven insights: Tailor job recommendations based on a candidate’s profile, experience, and behavior.
●    Offer relevant roles: Sending candidates roles that align with their skills show you value them.
●    Follow up: If a candidate isn't a fit for one role, suggest another job they might be interested in and qualified for.

Personalized recommendations make candidates feel seen and valued. It creates a more meaningful experience and increases the likelihood of them applying for other positions.

4. Highlight Your Employer Brand

Your company’s brand plays a huge role in attracting talent. A staggering 84% of candidates say that an employer's brand or company reputation influences their decision to apply. Does your employer brand stand out?

●    Showcase your values: Are diversity and inclusion important to your company? Make sure candidates know this. 76% of candidates believe diversity is essential when considering a job.
●    Highlight employee stories: Show off the people behind your brand. Videos or blogs from current employees can offer insights into your company culture.
●    Leverage social media: Engage with potential candidates on platforms like LinkedIn. Be consistent in sharing your company’s mission, vision, and values.

An appealing employer brand helps candidates feel connected to your organization before applying.

5. Provide Transparency in the Hiring Process

The hiring process is stressful—73% of job seekers admit feeling anxious about it. If candidates are left wondering what’s happening next, engagement drops fast. Clear, honest communication can prevent this.

●    Lay out the roadmap: Inform candidates about the various stages of the hiring process and estimated timelines.
●    Explain the interview process: Give clear expectations on what each interview will cover and who will be involved.
●    Offer updates: If the process is longer than expected, don’t keep them in the dark. A quick update shows your interest in the candidate experience.

A well-structured and transparent process reduces anxiety, making candidates more likely to stay engaged throughout the hiring journey.

6. Focus on Compensation and Benefits

Compensation is still a top consideration for most job seekers. 61% of candidates list it as a key deciding factor. But it’s not just about salary.

●    Be upfront: Share compensation ranges early in the process.
●    Highlight perks: Showcase other benefits like flexible working hours, health insurance, or professional development opportunities.
●    Discuss growth potential: Candidates want to know how they will advance within your company.

Being transparent about your offer will save time and keep candidates interested if your package aligns with their expectations.

Conclusion

Engaging candidates throughout the sourcing process is essential for attracting top talent and building a positive reputation. Small changes can make a big difference, from simplifying applications to providing feedback. Remember:

●    Keep communication clear, consistent, and honest.
●    Simplify your application process to avoid frustrating candidates.
●    Showcase your employer's brand and values.
●    Be transparent with compensation, benefits, and hiring timelines.

By following these steps, you'll create a more engaging, efficient, and enjoyable experience for candidates—leading to better hires and a stronger employer brand in the long run.