Consider chat bots. Chat bots can be designed to talk with your prospective candidate at any stage, from research, to application, to follow-up. They can improve the overall communication experience. They can reduce the amount of administration facing recruiters and hiring managers, thus freeing them to focus on relationships and strategy.
Leadership and development (L&D) material can also drive candidate engagement. Think about it like this: by giving something to a candidate, you enable an immediate buy-in to your employer brand.
But how do you go about embedding an L&D component into the application process? Naturally, employers are protective of confidential collateral, so let’s take an example:
Perhaps you’re a technology company recruiting for a growth hacker. Your application process may include an exercise based on the company’s stated growth strategy, or the highlights of one, such as a North Star metric. However, the exercise should be designed with made-up data points. The candidate will be asked to present insights and recommendations. In exchange, he or she will be allowed to question the interviewer about his or her recommended approach.
As you develop an employer brand, keep an open mind to using AI and L&D for better candidate engagement.
Candidates will think much more positively about you as an employer, if you offer value in exchange for effort and interest. This matters regardless of whether a candidate is successful in applying. A positive experience can be the difference in whether the candidate refers other candidates to your enterprise.
How you go about implementing is the question. All employers face this challenge, but the leading brands will seize the opportunity and execute.
Watch the video below to glimpse the pace of change coming from recruitment technology.