5 Ways to Keep Candidates Engaged During the Interview Process

In this candidate-driven market, companies are now investing more in attracting top talent to open opportunities. But once you’ve got great candidates in the door, how can you keep them interested and engaged with your company as they move through your hiring process?

We’ve put together five ways you can build your talent pipeline, engage with passive candidates, and provide a candidate experience that will last well beyond that final interview:

Have A Strong Career Portal

According to CareerBuilder, a majority of jobseekers consider a company’s career site one of the most important resources when learning about possible opportunities. It’s a great tool for attracting candidates to apply for a job – but if done right, it can also serve as a great resource as candidates go through the interview process and consider other roles.

A strong career portal will allow candidates to view and update their resume and browse other job openings (including keeping internal candidates informed about potential positions they may be eligible for). Be sure to also provide any resources or materials candidates may need to keep them confident in your hiring process.

Send Regular Check-Ins

Chances are, you’re not the only organization jobseekers are talking to – especially when it comes to top talent. Keep candidates engaged and excited about your hiring process by sending an email or friendly text message on the status of their application and what they can expect moving forward. You can also use this as an opportunity to get feedback about how a candidate felt about their recent interview, your hiring process as a whole, or whether they’re still interested in your job opening. The last thing candidates want is to be left in the dark, so let them know you care by keeping in touch.

Create A Culture Newsletter

Candidates who are truly interested in working for your company will want to keep in touch with your organization. Keep passive candidates engaged with a regular newsletter that provides updates on what’s going on at your company.

Consider including:

Company news. Did your company just release an all-new product? Or did you hit a new milestone, like becoming an employer of choice? Providing updates on what’s going on at your organization will keep candidates engaged and excited about possible opportunities as you showcase your company mission and goals.
Recent events. Give jobseekers a glimpse of what it’s truly like to work at your organization by highlighting company culture, whether it be through photos from your recent company party or from a volunteer event.
Educational Materials: If your company focuses on a specific industry, you may want to consider providing articles and tips to help jobseekers refine skills or grow. This will help establish you as an authority in your area of expertise and foster career development for potential talent before they even walk in the door.
Recent Job Openings: Always be sure to include a link to your career portal in your newsletter. Consider highlighting new job openings to help kick-start your pipeline by engaging passive candidates.

Engage on Social Media

After a candidate applies for a job, make sure you let them know how they can follow your company on social media by providing links to your relevant pages (LinkedIn, Facebook, Twitter, etc.) A strong social media presence will help showcase your employer brand and keep candidates in the know on-the-go.

From the moment a candidate applies to the end of the hiring process, ConveyIQ powers talent communication, scheduling, screening, and interviewing – all in one platform and fully integrated with your Applicant Tracking System. Learn more at ConveyIQ.com