Communicating effectively with every candidate you come in contact with may seem like an exhausting (or impossible) task. Don’t be afraid to use automation to help you out, but make sure you know how to optimize its potential.
Determine unique candidate needs
The first step to effective candidate communication is to realize that their needs are going to vary based on many different factors and you’ll need to plan accordingly. If you automate communication as a one-size-fits all solution, you won’t be able to effectively reach each category of candidate.
Are they currently placed candidates? Are they new? Are they weak/strong performers? Make a list of candidate groups and plan around that. Dig into the data based on these target groups and see if any trends surface.
For example – do weak performers tend to receive less communication? If so, maybe they could benefit from more clarification (or personalization) in the future. Do your inactive candidates need a different kind of communication strategy to reengage them? Test out a different cadence or medium of communication. For top performers, consider automating a larger percentage of their communication (and test out the efficiency of those AI chatbots) as they already have an intimate understanding of your processes.
Also consider the data behind when, where and how your candidates communicate. If you find that new candidates are communicating exclusively via their cellphones, make mobile a key part of your strategy moving forward.
1) Plan a communication cadence
Setting up a strategic cadence for communication is key to making the most of automation. If you’re just setting up timed emails with no strategy and not looping back to analyze success, you won’t be making the most of it.
2) Find a balance between automation and personalization
Automation is a great way to save time, but most candidates are going to want to personally touch base with a recruiter at some point in the process.
3) Track your success
Always address how the changes have affected your success. Make a plan to loop back on a set cycle (maybe once per month) and be prepared to pivot if necessary.
There’s no denying the role (and benefit) that automation has in recruitment. But striking a balance with personalization and putting a solid plan in place that addresses unique candidate needs will help you make the most of it.