Creating a Recruitment Communication Strategy 

Creating a Recruitment Communication Strategy 

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This blog looks at why a good recruitment communication strategy is essential throughout the hiring process, and the best tactics to improve yours.  

 

Poor communication and lengthy hiring processes are two of the biggest pitfalls when it comes to candidate experience. And yet, they’re commonly overlooked.  

 

Communicating with each and every candidate can be incredibly time-consuming, especially if you’ve got a high volume of candidates to get through – adding even more admin to your growing pile of work!  

 

But it doesn’t have to be so hard to get right. Using the right tools at your disposal, you can create a recruitment communication strategy that runs smoothly in the background of your hiring operations.  

Table of Contents

Why is communication important in recruitment? 

There are a whole host of benefits just a little bit of communication can bring to your business. 

Increased efficiency  

When you communicate quickly with candidates, it speeds up the process to filling the role. This is because you can more efficiently filter out unsuitable applicants, boosting your overall performance.  

 

Your employer brand 

Having a smooth hiring process ultimately creates a better overall candidate experience. And a good experience means better employer branding for your business.  

 

A poor employer brand will actually put off talented candidates from applying for roles at your business now AND in the future. But you can protect yourself – and it all starts with good, timely communication. But it’s also more than that. It means treating every candidate with respect and being honest, even to those who didn’t get the job. 

  

Retaining candidates 

The best candidates tend to already be in employment, and are only passively searching for a new role. This means to attract the majority of candidates, you need to impress them at each stage of your recruitment process and create an unforgettable experience.  

 

A good recruitment communication strategy helps you do just that, and keeps these candidates engaged and interested in your opportunity. 

 

If your candidate experience is sub-par, you’re increasing the chance of talented individuals dropping out of the recruitment process. This leaves you with less qualified/suitable candidates in your talent pool. 

Recruitment Communication Strategies

So, what does it take to make the recruitment process more informative, tailored, and effective? Below are some of the communication strategies that HR professionals can rely on to improve their communication efforts.

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Data Collection

Good communication is heavily dependent on going into every interaction fully prepared. This means knowing where you’re at with each and every candidate – which can be difficult if you’ve got numerous applicants to get through.

 

Luckily, you don’t need to manually keep track of candidates anymore. Recruitment technology can easily store all your candidates in one place and keep track of your interactions with them.

 

Having this all available in one place along with all your other hiring processes and documents also keeps everything more seamless and efficient.

 

Using different touchpoints

Life today is fast-paced. Long gone are the days where candidates stayed glued to their desktops searching for new roles.

 

This means your methods of communication need to match up with the modern on-the-go candidate.

 

For example, TikTok might be great for recruiting Gen Z but not so great at recruiting Gen X. In fact, Chipotle have had great success in allowing video resumes on Tiktok. They turned TikTok into a recruitment platform.  

 

If, however, you’re recruiting HGV Drivers in the North of England, TikTok might not be so good. That means you need a diverse stream of communication, whether that’s e-mail, SMS message, social media, phone calls – you need to tailor it to what you’re target audience are likely to respond to.  

 

Being flexible is the best approach. That goes for the recruitment process too. There might not be a need to schedule face to face interviews unless there’s a good reason for it. If you can save your candidate’s time by not making them travel, they’ll thank you for it.  Interestingly, many recruiters now prefer to interview and even onboard remotely 

 

Using digital technology means you have a great tool for your recruitment communication strategy to help connect with candidates in a cost-efficient tailored way, that all businesses can benefit from. 

 

Use of automation tools 

Keeping up with communications can be challenging, especially if you’ve got numerous applicants that you need to get back to. That’s where making use of automation throughout your hiring process is invaluable.  

man using automation tools on a laptop

Using a recruitment platform like occy for example, you can automate communications with candidates at vital points of their journey. All you need to do is set up templates for different types of communications, and when you want them to be sent.  

 

Let’s say a candidate has submitted their application to your business. You can set up automations that immediately respond back to them with an email, thanking them for their application and giving a little extra information about your company, culture, and what to expect next.  

 

Or maybe your hiring team has decided to hire a selection of candidates. You might want to set up automated requests for references, and follow-ups to ensure they’re completed.  

 

While these are basic examples of how recruitment communication can be automated, they paint a clear picture of how automation can help reduce the time you spend on repetitive admin tasks. This frees up time for hiring teams to concentrate on other important areas of recruitment – like building relationships with your best candidates! 

 

Personalisation  

Most candidates want to feel seen and valued. Keeping communications personalised, even in the initial application stage, is a great way to set yourself apart from competitors.  

 

You can still personalise communication when using automation tools. Something as simple as including the candidate’s name in your emails, or a video that goes more in-depth about the role they’ve applied for can work well. 

Automation ultimately frees up your time to truly personalise the experience for your best candidates who are further along the hiring pipeline. For example, having the hiring manager for the role calling to introduce themselves, or maybe even giving the candidate a tour of your facilities.  

 

Always have a timeline for replies and processes  

Many candidates complain that they never hear back from recruiters or that they hear back too long after initial contact. In fact, a Talent Board report found that 53% of candidates say they don’t receive a response from employers until 3 months after applying. 

recruitment communication strategy stat that 53% of candidates don't get a reply

This shows the importance of setting strict timelines for responding to applicants – even if they’re unsuitable for the role!  

 

Again, using automation that does all the background work for you can help with this. Simply set a timeline for responding and completing steps in the hiring process.  

 

When you’re getting back to candidates quickly, you’re less likely to lose out to competitors. It can also create a sense of urgency for both candidates and recruiters – our minds are wired to perform better when a deadline is in place after all.  

 

Clarifying Roles within the Hiring Team 

The final strategy is purely organisational, but it can have some impact on the quality of communication within the recruitment team itself, as well as with candidates. 

 

It’s very important to clarify the role of every member of the HR department. Very often, roles and responsibilities may be taken on by more than one person. Not only is this ineffective, but it can also lead to reduced productivity and serious mistakes down the line. 

 

If there’s a lack of clarity, the department will need to address this internally before a recruitment campaign is initiated. What’s the role of the hiring manager? Does the team have a senior leader at all? Who’s leading the interview process and how are they communicating with everybody else? 

 

These are just a few of the key questions that need to be addressed for proper responsibility and role allocation. When recruitment team members have a clear idea about their role in the department, they can start communicating more effectively with everyone involved in the process. 

 

Improved communication can speed up recruitment and save a company a ton of money. The recruitment team must work to address any ambiguities as soon as possible. Such processes are relatively low-cost, and when carried out correctly, can contribute to achieving a smoother operational recruitment system. 

 

What’s next? 

Improving your recruitment communication strategy is just one part of the puzzle to a better, more seamless hiring process. So many recruiters are still being weighed down by time-consuming admin work beyond candidate communication. That’s why we’ve put together a complete guide: 4 Ways to Reduce Recruitment Admin.  

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