Engage, Engage, Engage
After publishing engaging written collateral through various recruiting channels, it’s time to engage in…engagement. How can a remote candidate engage with a company? How can a hiring manager engage top talent? And how can an organization work to actively promote engagement through the entire hiring process while overcoming reluctance toward employee relocation?
An iCIMS white paper on recruiting top talent reminds recruiters to:
- Understand exactly which candidates they need to connect with
- Craft messaging specific to those desired candidates
- Utilize channels specific to the position being filled in order to reach the targeted audience
Only after the right audience is reached through the right channels with the right message can one-on-one engagement begin. This is an area ripe with opportunities for an organization to separate itself from the pack and attract exactly the right type of candidate for a job. Recruiters can take advantage of this opportunity by making the entire recruiting process intimately personal with each candidate, rather than a cattle call affair that will likely turn off all but the most desperate job seekers.
There’s no downside to one-on-one engagement through the recruiting process. Even if a particular candidate isn’t chosen or turns down an offer, a door has been opened that can lead to enhanced networking and opportunities for both the company and candidate in the future. Engagement can also be the key differentiator in a candidate agreeing to employee relocation for a particular job.