Scientific Guide To Attract Potential Candidates And Keep Them Engaged

Drinking from the talent pool can be a challenging task for any company. It is not only about numbers but also about quality. This is especially true if you’re a small or medium business with a limited recruitment budget.

74% of U.S. companies report finding the required talent is difficult. While leading multinationals build and sustain their talent pipeline by constantly attracting the top talent from around the world.

What if we told you that you could do the same? You don’t need to be a big company to have a robust recruitment process. Using the right tools and strategies, you can build a system that will help you identify, attract, and engage the best talent.

This guide will show you how to do just that!

Key Recruitment Statistics You Should Know Before Hiring

⦁ 77% of individuals consider the company’s culture before applying for an open position, while 56% think workplace culture is more important than salary.
⦁ Career pages are ranked as number 1 by job seekers to learn more about a company.
⦁ 84% of organizations use social media for hiring, while 9% plan to use it.
⦁ 40 million people weekly look for jobs via LinkedIn.
⦁ 65% of millennials value organizational culture over salary, that’s much higher than the baby boomers’ generation.

Remember a company’s reputation, work culture, and salary are the key factors that help you attract quality talent. It’s a common challenge for all, but that’s how leading multinationals build and sustain their talent pipeline.
Let’s jump into more details!

How to attract people to take place in your organization’s talent pool?

Have you heard about Career FOMO? It’s the Fear Of Missing Out on a great opportunity. And it’s real.

In today’s job market, people are not only looking for a job, but they’re also looking for an adventure. They want to work for a company that can offer them growth opportunities, a chance to make an impact, and work with other talented individuals.

Remember, candidate desire to get the most information in the initial message. Here are five potential ways you can utilize to trigger Career FOMO and power your candidate communication
⦁ At First, Don’t Give Them Everything

When trying to attract someone’s attention, you don’t want to give them everything at once. You want to give them just enough information to pique their interest and make them want to learn more.

The same principle applies when you’re trying to attract top talent. You want to give them just enough information about your company and the opportunity to make them want to learn more.

How to do it? Don’t include too much information about the role or company when crafting your job ad. Instead, focus on the key points that will make the role and the company attractive to top talent.

For example, Hold on to the salary information while sharing the other enticing details and other perks.

⦁ Make Them Feel Special

Think how you can make it about them! The messages with personal impact perform better. You can add some personalization to your job ad by describing how a candidate will fit in this position.

How to do it? You can directly address them by using the You approach. And make sure you do your research and focus on the company’s mission, vision & values to make your message more relevant to the candidate.
For example, “This role is perfect for you if you’re passionate about social media and have a knack for writing engaging copy.”

⦁ Sound Like A Human

Good Impression matters! And the way you sound reflects how much you actually care. Moreover, when you don’t sound like a robot, you make it easier for candidates to connect with you, which makes them more likely to want to learn more about your company.

How to do it? It’s simple “write as you speak.” This will help you to sound more personal & human. Also, don’t forget about using an active voice, as it will make your message more persuasive.

⦁ Hit The Common Grounds

Finding some commonalities with candidates can make your messages more personal, relatable, and trustworthy. It helps you to establish a connection with the candidate right from the start.

How to do it? You can use some personal information from their profiles like shared alma mater, industry, city, groups & interests to find the commonalities.

⦁ Let Them Talk

Make sure you give candidates a chance to ask questions and get more information about the role, the company, and the opportunity. This will help you gauge their interest and see if they’re a good fit for the role.

You can include a call to action at the end of your job ad that encourages candidates to reach out to you if they have any questions. These are some key points that will help you sound more human and relatable to the candidates.

By utilizing these points, you can make your candidate communication more effective and increase your chances of attracting top talent.

Conversation, Application & Interviews: The Candidate Thought Process

It’s not a hard-fast rule, but on average, an employee spends five months looking for a job. During this time, candidates constantly evaluate your company and the opportunity to see if it’s a good fit.

Here’s how candidates get information before applying to jobs:

⦁ Company website
⦁ LinkedIn
⦁ Search Engines
⦁ Contacts at the company & other contacts
⦁ HR department
⦁ Glassdoor, Facebook & Head Hunter

Let’s evaluate how you can attract potential candidates by knocking at the candidate’s thought process 😀

5 Potential Ways To Attract Candidates To Your Website

You’ve done all the hard work to get candidates to your website. Now what? You want to ensure that your website is designed to make candidates want to stay and learn more about your company. Here are a few things you can do to make sure your website is attractive to potential candidates:

1 Use Engaging Visuals And Content

Make sure your website is visually appealing and easy to navigate. Use high-quality images and videos, and make sure your content is well-written and easy to understand. Remember, we judge visuals in milliseconds, so make sure your website is makes good first impression.
How To Do It? Upgrade your website copy, layout, and images to make it more visually appealing. You can also add videos to your website to give potential candidates a more in-depth look at your company. But don’t overdo it; too much information can be overwhelming.

2. Highlight Your Company Culture

Your company culture is one of the most important factors that candidates consider when applying for a job. Make sure your website showcases your company culture and values so potential candidates can better understand what it’s like to work at your company.
How To Do It? Include photos and videos of your employees working and socializing. You can also write blog posts about your company culture and values.

3. Give Away Something For Free

Have you ever brought a sample before buying the product? We all have, and that’s because it works. Giving away something free is a great way to attract potential candidates to your website.
How To Do It? You can offer free e-books, webinars, or even resources on your website. Just make sure the freebie is relevant to your company and the type of candidates you’re looking for.

4. Give Your Employees A Voice

Your employees are your best ambassadors. Having your employees talk about their experiences at your company will give potential candidates a more personal look at what it’s like to work there.
How To Do It? You can include employee testimonials on your website or even have employees write blog posts about their experiences working at your company. Linking to external opinions can also help show potential candidates that your employees are happy.

5. Tell Your Story

Your company has a story, and potential candidates want to hear it. Use your website to tell your company’s story, from its founding to its present-day successes. Every company has similar website content, so use this as an opportunity to stand out.
How To Do It? Write engaging and compelling copy that tells your company’s story. You can also include photos, videos, and infographics to help tell your story more visually appealingly.

Social Media Is The Key To Getting Candidate Applications

96% of job seekers use social media for job search, while 49% follow companies’ social media handles to stay updated about upcoming job opportunities.

This goes to show that if you’re not utilizing social media as part of your recruitment strategy, you’re missing out on a huge pool of potential candidates. Here are a few ways you can use social media to attract potential candidates:
1. Time To Grow Your Followers

Think of followers as a long line at a popular restaurant. The longer the line, the more buzz there is about the food. The same goes for social media followers. A high number of followers creates social proof and makes your company more attractive to potential candidates.
How To Do It? Use social media ads and partner with other companies to help grow your social media following organically. You can also add your social media handle follow buttons to digital properties and email signatures.

2. Get Candidates To Interact With You On Social Media

Engagement is key on social media, and it’s no different when you’re trying to attract potential candidates. The more candidates interact with your company on social media, the more likely they are to apply for a job.
How To Do It? Use social media to start conversations, not just to post one-way content. You can ask questions, run polls, start contests, and post interactive content to get candidates to interact with you on social media.

3. Mobilize Your Social Media Network

Your employees can be your best recruitment tool, so mobilize your social media network. When your employees share job postings on their personal social media accounts, it helps attract potential candidates to your company.
How To Do It? Encourage your employees to share job postings on their personal social media accounts. You can also create social media sharing buttons on your website and job postings.

How To Harness The Power Of Search Engines?

You can use the power of search engines to attract potential candidates to your website. Here are a few tips on how to do it:

⦁ Find out where you stand! The first step is to find out where you currently rank on search engines. You can simply use search to track your progress over time.
⦁ Optimize your job postings for search engines! This can be done by using the right keywords and phrases in your job postings.
⦁ Use Google for Jobs! Google for Jobs is a search engine feature that allows you to showcase your job postings in search results.

How To Keep Candidates Engaged While Waiting For A Job Opportunity To Open In Your Company?

The waiting period can be the most challenging part of the recruitment process for candidates. They have submitted their applications and are now in limbo, unsure of what the next step will be.

It is important to keep candidates engaged during this time. so they don’t become discouraged and look elsewhere. Here are a few ideas to get you started:

1. Keep them in the loop: Let your candidates know what’s going on in your company and invite them to events, even if there are no job openings at the moment. This will help them feel like they’re part of the company and keep them engaged until a position opens up that’s a good fit for them.

2. Check in with them: Send periodic emails or letters to touch base and see how they’re doing. This will show them that you care about them as a person and not just as a potential employee.

3. Offer helpful resources: Share articles, blog posts, or other resources that you think might be helpful or interesting to them. This will show that you’re invested in their success, even if they’re not working for you yet.

4. Ask for their help: If you need help with something, reach out to your candidates and ask if they’d be willing to lend a hand. This will make them feel needed and appreciated and may even give them a chance to showcase their skills.

By engaging with your candidates, you’ll be in a better position to attract top talent when a job does open up. And in the meantime, you’ll be building relationships with people who could become valuable members of your team.

Moreover, you can follow these tips:

⦁ Communicate regularly with candidates.
⦁ Send updates on the status of their application.
⦁ Provide information on what to expect next in the process.
⦁ Offer additional resources to help them prepare for their interviews.
⦁ Keep the lines of communication open so candidates can ask questions.
By following these tips, you can keep candidates engaged while they wait for a job opportunity to open in your company.

Back To You

Knowing what your target candidates want and why they want to get it is critical to success in candidate engagement. When you combine this knowledge with a little creativity, you can keep your candidates engaged and excited about the possibility of working for your company—even if there isn’t an open position right now.