Jul 07 2021 10 mins 1
Hi Hackers Talkpush Marketing, jumping in real quick to give you the lowdown on this week's episode. Max, we'll be diving into different elements of the candidate experience and how we can improve. First stop: making an automated process feel authentic and human. Hello, recruitment hackers. This is Max from Talkpush. And today I would like to speak about a nice warm and fuzzy topic, which is how do you keep a human touch in an automated recruitment process? I work a lot in high volume recruitment situations and, you know, we're talking about employers who receive thousands of applications every week, some of them every day. So obviously they can't really give that very human, one-on-one conversation that you would get in a much smaller company, but they try and I've seen some great things out there. Some great examples of companies that have figured out how to keep things very personal and human while working at a large scale. I think one thing that really works well is when the hiring manager or the person who is going to be working with a future hire sends a personal voice note or video notes to the candidates at different stages in the recruitment process. So after the first interview, the candidate comes to site, and then they go home and get a little voice note that would say: “Thank you so much for coming today. It was great to meet you. And I really wish you the best of luck in the rest of your recruitment process.” And then again, at the hiring stage, “congratulations.” Somebody gets an offer letter, why not record a little video between you and the teammates, a 30 second video that you send to the candidate on WhatsApp or on Messenger or on email, where you say, “Hey, we're also excited to welcome you on board. Here's the team you're going to be working with.” These are small touches that have outsized return on investment. And the technology is there to make it easy for anybody to produce. But you know, the imagination there, I can go in many different directions. I'm curious to hear what other beautiful examples of human connection you can recommend that you've seen in your recruitment process that is differentiated and that makes people feel good about the recruitment process and remind them that it's a people business it's about establishing bonds. Hope you got some ideas on where and how to establish those human touch points up next: it's all about rejecting candidates nicely. And at scale. It's not fun being a job seeker. Most of the time you have to deal with, unfortunately, most employers do not spend the time to figure out how to reject candidates properly. At Talkpush, we always look for ways to make that experience a little bit better. I brought it down to four things we can do to improve the candidate experience around being rejected. Number one. The last thing you want to do is ghost them. So no silence. If somebody is being rejected, it's always best to let them know so they can move on with their lives. Move on with their search. Number two, you might want to give a little bit of delay from the moment you've spoken to them, to the moment you're sending the rejection. Ideally your software, as ours does, will allow for you to set up a delay in sending that notification so that the candidate feels that you've given them proper consideration and enough time to really evaluate their application. Number three, you might want to personalize and maybe even give them some feedback. What I mean, by personalizing, at the bare minimum, address them by name and referring back to the position they've applied for rather than send them a template message. “Dear candidates. Sorry, but you're not there.” And maybe personalize them with a reason for your rejection. That's always a little tricky because it can open a can of worms and a long discussion. So try to keep it, you know, as objective as possible. And finally, number four, you can communicate to the candidates a time at which they can reappl [...]
