Make Your Staffing Firms Placement Process Shine With Positive Candidate Experiences

Make Your Staffing Firms Placement Process Shine With Positive Candidate ExperiencesA whopping 90 percent of professionals are open to new job opportunities, according to LinkedIns recent report, Inside the Mind of Todays Candidate. For staffing pros accustomed to stressing over dwindling talent pools, this is great news. However, therecruiting process hasnt suddenly become a walk in the park. The greatest challenge, though, has shifted from finding interested candidates to ensuring they remain interested in your clients opportunities. To create the most successfulrecruiting strategy, staffing pros need set aside placement goals and focus solely on candidates as people. Todays candidates are looking for companies they can connect with and staffing pros who have their best interest in mind. This is why you need tocreate an extremely positive candidate experience.With tight deadlines and demanding clients, its difficult to hone in specifically on the candidate experience. But in doing so, youll improve your overall recruiting results. Heres how you can deliver the ultimate candidate experienceCandidate Experience Tip 1 Make their day with flatteryThe everyday stress of work, climbing the ladder, networking, and the entire hiring process your potential candidates already have more than enough on their plates. Each new point in their career, especially during a job search, creates a high level of vulnerability.By reaching out to candidates, staffing pros can make candidates feel seen and appreciated. In fact, according to the previously mentioned LinkedIn report, 63 percent of candidates feel flattered when recruiters reach out. Outreach isnt just perceived as a compliment it draws candidates into clients companies and job opportunities. Before you go sending scripted LinkedIn messages en masse, take a moment and do your research to enhance the candidate experience. Find specific, unique details to further your compliments and create deeper, more meaningful connec tions. Knowing more about a candidate upon first interaction will enhance the flattery, making them even more curious about your open opportunities.Personalize your outreach to flatter candidates and deliver a positive experienceClick To TweetCandidate Experience Tip 2 Answer all unasked questionsMany qualified candidates are slipping through the talent acquisition process because theyre busy in a current full-time role. Even though theyre interested in new opportunities, it takes time to scour through job descriptions, make a list of questions, and reach out to hiring professionals. Know whats important to potential candidates before connecting. In LinkedIns report, job details and salary range topped the list of things job seekers want to know. Cater your content to each clients target candidate. Create a succinct, bulleted list of every detail theyd find necessary to make an informed decision. Candidates will notlageice the increased amount of information and want to connect with you faster than those reaching out with vague details.Give potential candidates a reason to reply, not a reason to ask obvious questions. recruitingClick To TweetCandidate Experience Tip 3 Make it all about themYour candidate experience will never improve if youre overly focused on client needs. But remember, by making candidates the most important part of the process, yourrecruiting process will attract more top talent than ever exactly what makes clients smile.Once youve made sure candidates understand the open role, let them take over. Allow an open discussion about what makes them unique, their passions, and why their experiences qualify them for this specific role. Listening more than talking gives candidates the warm, fuzzy feeling of being heard and important. At the same time, youll learn more about their personality, cultural fit, and skills than ever before.Listen to candidates and truly hear them during interviews and reap the rewards. candidateexperienceClick To Tweet