Why ongoing conversations matter in talent attraction

You know how important it is to engage top talent, especially in today’s competitive hiring market. If you want the best candidates to say yes to your job offer, you need to keep the conversation going. Don’t ghost your favorite applicants or go radio silent after an interview. Ongoing communication is key to attracting and hiring the people you really want on your team.

When you stay in regular contact with candidates, it shows them you’re as serious about the role as they are. It gives them a chance to learn more about the team and company culture to determine if the opportunity is the right fit. It also gives you additional chances to assess their enthusiasm and compatibility. Most of all, keeping candidates engaged with frequent, authentic conversations builds rapport and trust, making it much more likely they’ll accept an offer when the time comes.

Establish expectations upfront

If you want to attract and engage top talent, communication is key. Be upfront about what candidates can expect from the hiring process. Lay out the steps, timeline, and requirements so there are no surprises.

• Share the details

Explain how the interview process will unfold – whether it’s a pre-screening, skills assessment, video interview, etc. Provide any materials they should review in advance. Let them know how and when they’ll receive updates or next steps. The more transparent you are, the better candidates can prepare and the less anxious they’ll feel.

1. Share details on the role, team, goals, and company culture. Help candidates envision what it might be like to work there. The more they know, the more they can determine if it’s the right fit.
2. Be clear about scheduling and logistics. Double check that candidates received meeting invites and know who will be interviewing them. Send reminders the day before. Make the experience as seamless as possible.

• Ask for feedback

At the end of each interaction, ask candidates how their experience has been so far and if they have any other questions. Be open to suggestions on how you can improve the process. Candidates will appreciate that you value their input.

Constant communication and transparency create the best experience for candidates. It shows you respect their time and are as committed to finding the right fit as they are. When you find talent worth hiring, keep the conversation going to get them on board. Ongoing engagement is how you win top talent.

Provide continuous feedback loops

To keep your top talent engaged, you need to open continuous feedback loops. What does this mean? It means creating ongoing conversations where candidates can provide inputs and get feedback regularly, rather than just occasionally, that too standard responses.

When you establish continuous feedback loops, recruiters can collect opinions, and suggestions from candidates on an ongoing basis. Candidates are then able to constantly receive information and evaluations about their application status and recruitment process.  For example, a candidate may suggest an improvement to the recruitment process. The recruiter can then implement that change and provide feedback to the candidate on the impact of their suggestion. This shows the candidate that their voice is heard and their contributions matter.

Another example is the recruiter providing feedback to a candidate after completing each stage in the recruitment process. Rather than waiting until the completion of the process, the recruiter gives the candidate constructive feedback in near real-time. The candidate can then make improvements for the next phase or during their next job application.

When feedback loops are working, candidates feel empowered to share ideas, ask questions, and build meaningful relationships with the recruiters. Recruiters gain valuable insights to help develop and retain top talent. In the end, continuous feedback loops create a culture where people and their growth are prioritized through open conversations and collaboration. And that is a place where the best talent will thrive.

Share relevant updates proactively

Recruiting is an ongoing process, not a one-and-done task. To keep candidates engaged, share relevant updates with them proactively and regularly. This open communication accomplishes a few key things:

It shows you value the candidate’s time and interest. By providing updates on where the hiring process stands, next steps, and timelines, you are respecting the candidate’s need to plan accordingly. For example, let candidates know if there are delays in scheduling interviews or if the role has been placed on hold.

It strengthens your relationship. Frequent, transparent communication fosters trust and builds rapport between your organization and candidates. They see you as a reliable, accessible source of information, which makes them more inclined to remain in your talent pipeline. Brief updates on the company, team, or role also give candidates a chance to reaffirm their interests.

It keeps your company top of mind. The job search process requires candidates to engage with many companies at once. Proactive communication ensures your organization stays at the forefront of the candidate’s considerations. Share recent company accomplishments, awards, media coverage, or events. Mention if the team or role has experienced any exciting changes or growth.

It optimizes your recruitment success rates. By nurturing relationships with leading candidates over the long run through ongoing dialog, you have a stable of fully engaged, well-informed prospects to tap into as new positions become available. When a role opens up that is a good match, these candidates may even reach out to you proactively to express their interest given your established connection.

Ongoing communication is the lifeblood of a strong, sustainable talent attraction strategy. Make proactively sharing relevant updates with candidates a priority in your recruiting and watch as higher quality prospects, improved candidate experiences, and lower time-to-hire follow.

Ask for input and opinions

Asking for input and opinions from the candidates regularly is key to keeping the lines of communication open and building trust. As a recruiter, soliciting feedback shows that their voices are heard and their input is valued.

• Create opportunities: There are many ways to get feedback from candidates. You can send out anonymous feedback surveys, hold focus groups, or schedule one-on-one meetings. Surveys are a great way to get wide input on specific issues. Focus groups allow for open discussion and new ideas. Individual meetings are best for addressing personal concerns.
• Listen without judgment: When candidates offer criticism or suggestions, listen with an open mind. Do not get defensive or argue opposing views. Take notes and ask follow-up questions to make sure you understand their perspectives fully. Thank them for their honesty and input. Let them know you will review the feedback and get back to them on the next steps.
• Address feedback and follow through: Review all input carefully and look for common themes. Determine what is actionable and realistic for the recruitment team or organization. Be transparent about what feedback is being addressed and how. Follow through and make the necessary changes. Candidates will appreciate seeing their voices translated into action.

When handled well, asking for input and opinions from candidates can have huge benefits for morale, productivity, and company culture. Foster an environment where people feel comfortable offering feedback openly and often. Listen, act, and continuously improve based on what you hear.

Address concerns quickly and transparently

Clear communication is key in any relationship, whether personal or professional. When it comes to recruiting top talent, ongoing, transparent communication can make or break a candidate’s experience and ultimately their decision to join your organization.

• Address concerns promptly: If a candidate expresses any concerns about the role, team, or company during the interview process, address them as quickly and openly as possible. Explain how their concerns will be resolved or provide examples of how similar situations were handled. Candidates will appreciate your transparency and willingness to have an open dialog. This builds trust in your organization and confidence in the role.
• Share ideas for solutions: With an open line of communication, you can work together with candidates to solve any problems that arise. Be open to their input and share how their ideas could be implemented. This collaborative approach shows candidates their opinions and experience are valued. They will see how your company culture supports teamwork and innovation.
• Provide performance feedback: Once a new hire is on board, continue the transparent communication. Offer constructive feedback, both positive and critical, regularly and promptly. Don’t wait until a formal review to discuss substandard performance or ways they can improve. Address issues early on to prevent small problems from becoming big ones. Clear expectations and open feedback will set them up for success in their role.

Ongoing, transparent communication should continue beyond the initial recruitment process. Keeping an open dialog, addressing concerns promptly, and working together on solutions will build trust and a collaborative relationship with your new talent. Candidates and new hires alike will appreciate your organization’s commitment to clear communication and support. When communication is a priority, top talent will want to join and stay with your team.

Conclusion

So remember, talent attraction is a two-way street. Don’t just blast out job postings and expect top candidates to come running. Have genuine, meaningful conversations to build real connections and show candidates why they should choose you. Keep the lines of communication open, be transparent about the process, and make sure candidates feel heard and valued. If you make the candidate experience a priority and focus on relationships, not just requirements and logistics, you’ll gain a huge competitive advantage. After all, the best candidates have options – give them a reason to choose you. Continuous, caring communication can be the difference between attracting good talent and attracting great talent. Why not start a new conversation today?