4 Sure Shot ways to Smoothen the Candidate Lifecycle
The process of recruiting a fresh hire entails more than just putting up a job ad and conducting interviews. Whole cycle recruiting describes the duration of this process. When a company has a job opening, the recruitment process begins and continues until the new hire is fully integrated into the company. Candidates today typically have their pick of job opportunities. That's why it's crucial to ensure a satisfying experience for job seekers.
The candidate lifecycle tracking process is now a thing of the past, thanks to modern technology. Capture every candidate touchpoint with talent acquisition software. Use it to manage the candidate journey from beginning to end. Use these four essential methods to keep track of a potential employee's journey from "hello" to "hire."
1. Merge All the Recruitment Systems Together.
Remove all your candidate information from spreadsheets, notebooks, and multiple systems.
Use a talent relationship management (TRM) system to store this information.
Manage the candidate experience at every touchpoint. That'll give the stakeholders a clear picture of the candidate pipeline. Using a talent management system (TMS), you can build talent communities, track campaigns and initiatives, and source candidates all from a single location.
2. Make It Easier To Understand
To streamline your candidate lifecycle, conduct all of your recruitment activities in one location. With a TRM, you can keep track of candidate workflows in one place and use tags and folders to make profiles for each candidate.
Make sure that all the people who matter have access to the information about the candidates. This will increase transparency and teamwork.
3. Mastery of All Forms of Communication
A candidate journey is a success is when candidates are engaged across a variety of channels. A recruitment strategy must be developed for each channel, including text campaigns, email, social media, and job boards.
Create, manage, and track all email and text campaigns with the help of a Talent Resource Management (TRM) system.
When one channel isn't working, don't be afraid to switch to a new one if you notice it.
4. As a Final Step, Collect Post-processing Information.
The post-interview survey is a critical part of the candidate lifecycle, regardless of whether the candidate accepts or rejects your offer. The results of the survey will give you an idea of what is working and what needs to be reworked in the future.
To get useful information, you must ask the right questions. Your hiring process will benefit greatly from the data you've gathered. You should include an area for comments when sending out the survey to candidates. You can take note of any remarks they make during the interview and hiring process.
Analyse the feedback you receive and keep an eye out for any recurring themes among the candidates. This can give you insight into any process flaws that require adjustment.
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