10 Recruitment strategies stolen straight from marketing

10 Recruitment strategies stolen straight from marketing

by | Apr 14, 2025 | Uncategorized

Recruitment today isn’t just about posting job ads on your website and waiting for resumes to roll in.  

It’s about reaching the right candidates where they are, engaging them with content that speaks to them, and creating an experience that draws them into your company. Recruiting, much like marketing, requires strategy, creativity, and a long-term approach.  

Let’s dive into the top 10 strategies that will help you recruit like a marketer! 

#1: Build your Employer Brand

Your employer brand is the reputation your company has in the job market – how candidates perceive working for you. Just like a product brand, your employer brand needs to be appealing and memorable. A strong employer brand attracts top talent, sets you apart from competitors, and helps you retain your best employees. 

Start by defining your Employee Value Proposition (EVP), i.e. what makes your company unique and why someone would want to work there. Consider your culture, benefits, growth opportunities, and work-life balance. Then, showcase your EVP through authentic content. You can share employee stories on social media, publish behind-the-scenes videos, or write blog posts that reflect your company’s values. Don’t forget to ensure your brand is consistent across all touchpoints – career pages, job ads, and your social channels. 

#2: Write a great job ad

The job ad is often the first impression candidates have of your company, and it can make or break their decision to apply. A great job ad doesn’t just list job responsibilities- it entices the reader, highlights why the role matters, and gives them a glimpse of the company culture. You’re not just selling a job, you’re selling an experience and a big life decision. 

Start by focusing on the “why” of the role: Why is it important to your organization? Why should someone want this job? Be clear about the core responsibilities and expectations but also convey the impact the role will have on your company’s mission. Avoid jargon and make sure your language is inclusive and engaging. Highlight benefits that reflect your company’s culture and values, like flexible working hours, opportunities for growth, or work-life balance. Finally, add a clear call to action: Tell candidates exactly how to apply and what to expect next in the process. 

Want more details about writing great job ads?

Discover our e-book

#3: Use multiple platforms (job boards, social media, career pages)

To truly reach the widest pool of candidates, you need to distribute your job ads across a variety of platforms. Each platform has its own audience, and utilizing multiple channels allows you to expand your reach and increase your chances of attracting the right candidates. 

Start by posting your job listings on job boards such as Indeed, Stepstone, LinkedIn, … and specialized niche boards for your industry.  

But don’t stop there, extend your reach by posting on your social media channels (LinkedIn, Facebook, Instagram), where potential candidates are likely to engage.  

Your career page is a crucial touchpoint, offering a unique opportunity to showcase your company’s personality and culture. It’s your space to get creative and engage potential candidates in a way that feels authentic to your brand. Here, you can go beyond the basics – use dynamic visuals, share employee stories, and highlight your mission and values. This is the perfect place to show what makes your company a great place to work and to set the tone for the kind of experience candidates can expect when they join your team. Don’t be afraid to make it fun and memorable! 

NB: don’t forget to link your career page to your other platforms (social media, job boards, etc.) 

#4: Reach the right candidates with targeted advertising

Targeted advertising takes the guesswork out of recruitment. By targeting specific demographics, job titles, or behaviors, you can ensure your job ads are seen by the candidates most likely to be a good fit for your company. This method is especially effective in reaching passive candidates who may not be actively job hunting but could be enticed by the right opportunity. 

Leverage platforms like Google Ads, LinkedIn, and Facebook to run highly targeted ads. For example, LinkedIn allows you to target candidates based on job titles, skills, and company size. You can also create custom audiences based on website traffic or email lists. On Facebook, use detailed targeting options to reach specific geographic areas, interests, or demographics.  

#5: Educate, engage and inspire with content marketing

By creating valuable content that educates and engages potential candidates, you can build a relationship with them before they even apply for a job. Sharing insightful content can establish your company as a thought leader and make candidates more inclined to consider working with you.  

Start a blog on your company’s website that covers topics like industry trends, company culture, employee success stories, or insights into the roles you’re hiring for. Offering downloadable resources like e-books or guides related to your industry can also help attract the attention of candidates who are passively job-seeking. For example, an e-book on “Building a career in data science” could resonate with top talent in that field. The key here is consistency and value: Provide content that your ideal candidates will find useful, and it will naturally lead them toward applying for your roles. 

#6: Ensure candidates can find you thanks to SEO

Just like a website needs SEO (Search Engine Optimization) to show up in search engine results, so do your job postings and career pages. When potential candidates search for roles like yours, you want your job ad to be one of the first results they see. By optimizing your job ads and career page for search engines, you increase your chances of being discovered. 

Use SEO strategies to optimize your job listings by incorporating relevant keywords such as job titles, skills, and qualifications. Ensure that your career page is mobile-friendly and loads quickly, as these factors impact search rankings. Take advantage of local SEO by including location-based keywords for roles that require specific geographic knowledge. The better optimized your content, the higher it will rank, and the easier it will be for the right candidates to find you. 

#7: Organize events to build face-to-face connections

In a world increasingly dominated by digital communication, face-to-face interactions still matter. Events allow you to connect directly with candidates, build relationships, and showcase your company’s culture in a personal, meaningful way. Whether you’re attending a job fair or hosting your own event, these in-person experiences can be powerful recruitment tools. 

Participate in career fairs, industry conferences, and networking events where your ideal candidates are likely to be. Consider hosting your own open-house recruitment events, where candidates can meet your team, tour your office, and learn about the roles you’re hiring for. Offering branded goodies like pens, tote bags, or T-shirts at these events will ensure candidates remember you. These events give candidates a chance to experience your company culture first-hand, making them more likely to want to apply. 

#8: Nurture relationships with email marketing

Keep in touch, even when you’re not hiring. Recruitment is a long-term process, and nurturing relationships with potential candidates is key to building a pipeline of talent for future roles. Candidates you meet today may not be a fit for your current openings, but they could be perfect for the next one. Building a network and staying in touch with them ensures you’re top of mind when the time comes. 

Use email marketing to stay connected with candidates even when you don’t have an immediate role for them. Share industry news, company updates, or even invite them to webinars or events. Building a talent community with regular, meaningful engagement will help you stay connected and make your future hiring process easier. By nurturing these relationships, you’ll develop a strong network of talent that you can tap into when a relevant position opens up. 

#9: Encourage Employee-Generated Content (EGC)

Employee-generated content is one of the most authentic and effective ways to market your company. When employees share their experiences, they offer a real, unfiltered look at what it’s like to work at your company. This can be far more compelling than anything a recruiter or HR team could say. 

Encourage your employees to share their stories on social media or write blogs about their experiences at work. Have them participate in video interviews or “day-in-the-life” content that you can share on your career page or social media.  

Don’t dictate the exact message or the text they should share – authenticity is the essence of EGC. It’s not about pushing your company’s agenda or crafting a message that aligns with your marketing goals. Instead, it’s about giving employees the freedom to share their own experiences and perspectives. The best EGC happens when employees genuinely want to share, not because they’re asked or required to do so. Let their voices shine through, and you’ll create more genuine, relatable content that resonates with your audience. 

#10: Create a smooth candidate experience

When you shop online, you expect a seamless experience, with clear steps, reassuring details, and instant confirmation once you’ve made a purchase. You want to know what happens next and exactly when your order will arrive. Candidates browsing your job site expect the same level of clarity and engagement. 

From the moment a candidate sees your job posting to their first day on the job, their experience with your company matters. A smooth, user-friendly application process and transparent communication throughout the recruitment journey will make candidates feel valued and respected. This can significantly impact their decision to join your team. 

Make sure your application process is simple, intuitive, and mobile-friendly. Provide clear instructions on how to apply and what to expect at each stage of the recruitment process. Respond to applicants promptly and keep them informed throughout. Even after a candidate has applied, continue to treat them with respect by offering feedback and maintaining a positive relationship, regardless of whether they are selected. 

Ready to become a marketer to recruit better?

Recruitment has evolved. It’s no longer just about filling positions but about attracting the right people through strategy, engagement, and a seamless experience. When done right, it creates a pipeline of talent that doesn’t just apply but is genuinely excited to join.  

If you want to apply these techniques without the heavy lifting, we can help. With Talentboost, our fully serviced recruitment campaign, we develop for you an engaging job ad, publish it across all Belgian job boards, and you receive CVs in Talentfinder, ready to be processed.  

Get started with your recruitment campaign now !

Freelance recruiter? 8 reasons why you need an ATS

Freelance recruiter? 8 reasons why you need an ATS

by | Jan 2, 2025 | Uncategorized

As a freelance recruiter, you’ve embraced this path for the promise of freedom and flexibility, right? However, freedom isn’t just about breaking free from traditional employment structures; it’s about equipping yourself with the right tools to maximize your efficiency and success. That’s where an Applicant Tracking System (ATS) comes in, offering you the key to unlocking your full potential.

 

 

In the ever-evolving landscape of talent acquisition, freelance recruiters play a crucial role in connecting businesses with top-tier candidates. But managing a diverse range of clients and candidates can be a daunting task without the right support.

 

 

Here are 8 reasons why incorporating an ATS, such as Talent Finder, into your recruitment arsenal can be a game-changer.

8 reasons for using an ATS as a freelance recruiter

1️⃣You can manage candidates easily

Freelance recruiters often juggle multiple clients and candidates simultaneously. An ATS simplifies candidate management by providing a centralized platform to organize, search, and track applicants across various projects. This streamlined approach ensures that no potential candidate falls through the cracks. 

2️⃣You can switch effortlessly from one client to another

Freelance recruiters often find themselves switching between clients and projects, each with its unique requirements and deadlines.  

With intuitive user interfaces and customizable workflows, you can quickly adapt to the specific needs of each client without missing a beat. This flexibility ensures that you can effectively manage multiple clients simultaneously, maintaining productivity and delivering results.

 

3️⃣You can collaborate with the HR team and line managers

Collaboration is paramount for a freelance recruiter, especially when working with diverse teams or managing remote clients. An ATS facilitates seamless communication, enabling you to collaborate with clients, colleagues, and other stakeholders in real-time, directly within the tool.  

Centralized data ensures everyone is on the same page, fostering a more collaborative and effective work environment. 

 

4️⃣You can base your decisions on real data

In the competitive world of freelance recruiting, data is your ally. ATS platforms provide analytics and reporting tools that offer insights into your recruitment process. By analyzing data trends, you can make informed decisions, refine your strategies, and continuously improve your success rate.  

What’s more, it helps you in your search for new assignments. You can back up your argument with your own figures. This factual data (e.g. your average time-to-hire) is an unbeatable selling point for you!

 

5️⃣You can build your Talent Pool

Freelance recruiters understand the value of nurturing relationships with top talent, even if they’re not currently a fit for a specific role. With an ATS, you can easily build and maintain a talent pool of qualified candidates. For example, you can send personalized job alerts based on candidate profiles. 

By leveraging advanced search functionalities, you can quickly identify suitable candidates for future opportunities. This proactive approach not only reduces time-to-fill but also ensures that you always have a pool of qualified candidates ready to meet your clients’ needs. 

 

6️⃣You make sure you’re 100% GDPR compliant

Freelance recruiters must adhere to various legal and compliance standards. For example, your talent pool is subject to GDPR. With Talent finder, it’s automatic. Candidates apply, they give their consent to the GDPR agreement, and the data are stored for a certain amount of time. When the data is about to expire, candidates are automatically alerted to update their consent. 

Those security measures help you build trust with your different stakeholders.

 

7️⃣You can provide the best Candidate Experience

Providing an exceptional candidate experience is vital for a freelance recruiter’s success. An ATS optimizes the application process, making it user-friendly and responsive. It also helps you make sure each candidate receives feedback, through automatic emails.  

This positive experience can significantly impact your reputation and attract high-caliber candidates.

8️⃣You can improve the quality of your service

As a company partner, a high level of service is expected of you. That’s a lot of pressure! But with an ATS, you can assure your customer of top-quality service. 

Having your own tool strengthens your credibility. But above all, it’s the capabilities of this tool that will make you stand out from the crowd! By leveraging the full potential of your ATS, combined with your strong expertise, you can ensure a shorter time to performance.  

An extra service you can bring to your clients is Talent boost, our unique multiposting campaign. We optimize your job ad to make it irresistible to candidates and we publish it on all Belgian job boards. This online campaign brings you more quality and motivated candidates. Plus, as a freelancer, you benefit from a preferential price for your clients.

You’d like to bring this cost-efficient recruitment campaign to your clients? 📣

KNOW MORE ABOUT TALENT BOOST

Don’t put your freedom on hold, use an ATS!

An ATS allows you to automatize and centralize every aspect of your recruitment workload. It frees up your time and your mind, which is basically what you’re looking for, as a freelance recruiter!  

Plus, being the master of your own boat isn’t always easy. Autonomy comes with its own set of challenges. Thanks to the control and clarity the ATS brings you, you can gain confidence and make sur you’re doing your job right!

Wondering how Talent finder can make your freelance recruiter’s life easier?

BOOK DEMO
14 recruitment KPIs to monitor for an optimized hiring process

14 recruitment KPIs to monitor for an optimized hiring process

by | Nov 23, 2024 | Uncategorized

In the recruitment field, monitoring your KPIs (key performance indicators) is not just an administrative task, it’s a strategic imperative. 

 

This data, both quantified and pragmatic, offers you a valuable window on the quality of your advertisements, their visibility, the state of the job market, the efficiency of your recruitment process, or even the experience of candidates. In other words, KPIs are the radar that guides you towards a better understanding of your recruitment practices, to better attract and retain the talent you need. 🧲

 

In this article, we suggest 14 KPIs to check regularly as part of your recruitment missions. 

Recruitment statistics encompass a set of quantitative and measurable data related to the recruitment process within an organization. These data provide key performance indicators (KPIs) for evaluating and measuring the effectiveness, efficiency and quality of the candidate selection process.

Why monitor your recruitment KPIs?

✅Improved inclusion and diversity / Reduced bias: Monitoring recruitment data enables analysis of trends in inclusion and diversity. By identifying potential biases in the recruitment process, companies can take steps to promote better representation of diversity within their workforce. 

✅Better use of resources and media: Data monitoring helps optimize resource allocation by identifying the most cost-effective channels and media for disseminating job offers. 

✅Better candidate experience: Reducing the time it takes to fill a position, as well as improving communication with candidates, contribute to an overall positive candidate experience. 

✅Better understanding of the work involved in recruitment: Visibility into the volume of applications and interviews provides a better understanding of the effort required to fill a position. 

✅More efficient recruitment process: You identify inefficiencies, guide processes in real time, and foster a culture of continuous improvement. 

Recruitment KPIs to monitor

KPIs for monitoring the performance of your job ads

1️⃣ Number of applications / open position: This measure provides an overview of the visibility and attractiveness of the job offer. A high number of applications may indicate high attractiveness, but it’s also crucial to consider the quality of applications.

2️⃣ Number of clicks / job ad: The number of clicks in relation to job ads provides information on the appeal of the job title and text preview. This helps fine-tune ad content to maximize visits from potential candidates. 

3️⃣ Number of candidates contacted by telephone (i.e. whose CVs meet the sine qua non conditions) / open position: This measure evaluates the relevance of the advert by identifying the number of candidates contacted out of all the applicants. Receiving 50 CVs is meaningless if only 5 of them meet the essential criteria. A relevant advert should attract candidates matching the specific needs of the position.

4️⃣ Application rate (Number of applications / number of clicks): This conversion rate measures how many candidates who viewed the ad decided to apply. It provides an indicator of the ad’s effectiveness in converting initial interest into concrete applications.

KPIs for monitoring the relevance of your recruitment sources

5️⃣Number of applications / source: By analyzing the number of CVs received through each ad distribution channel (job boards, LinkedIn, internal database, career page), you can determine which sources are most effective in attracting candidates.

6️⃣Number of candidates on shortlist (= list of promising candidates) / source: Similar to the previous statistic, this measurement takes you a step further. While one recruitment source may turn out to generate more applications, another may generate more quality candidates, i.e. those you place on the shortlist. Depending on the different steps in your recruitment process, you can also analyze the number of applicants at each stage by source.

KPIs for monitoring the effectiveness of your recruitment process

7️⃣Number of interviews / open position: The number of interviews can be used as a barometer to assess the interest aroused by an open function, giving an idea of the number of candidates deemed relevant for the position. However, beyond this initial analysis, it also reveals the ability of the recruitment process to identify the right candidates at the earliest stages of the process.

8️⃣Time to fill: This is the time between the opening of the position and the signing of the contract. Measuring the time taken to fill a position provides information on the overall efficiency of the recruitment process. A high time-to-fill may mean that your recruitment process involves too many steps, or that internal communication lacks fluidity. In order to be agile in the face of potential internal emergencies, it’s key to keep time to fill at a reasonable level.

KPIs for assessing the candidate experience

9️⃣Time to hire: Similar to time to fill, this measure takes the candidate’s perspective. It measures the time that elapses between the candidate applying for the job and signing the contract. Multiple stages, slow feedback and slow decision-making are all factors likely to significantly increase your time-to-hire. The major risk is to frustrate committed candidates, driving them to explore other recruitment opportunities and, consequently, losing them.

🔟 Offer acceptance rate (Number of offers accepted / Number of offers sent): This measure enables you to determine whether your salary offers are competitive. It may also tell you more about your ability to secure the commitment of your candidates throughout your recruitment process.

1️⃣1️⃣ Net Promoter Score: This metric, widely used to assess customer satisfaction, makes it easy to measure the candidate experience. The NPS is based on a simple question that asks participants to rate, on a scale of 0 to 10, the likelihood of them recommending a company or service to their friends or colleagues.

1️⃣2️⃣ Satisfaction questionnaire: You can obtain interesting avenues for improvement by surveying candidates directly. Whether the questions produce quantitative or qualitative results, your willingness to improve will be greatly appreciated by candidates.

KPIs for monitoring the inclusiveness of your recruitment process

1️⃣3️⃣ Percentage of applicants by gender: This statistic is essential for assessing your company’s ability to attract diverse candidates. Significant variations in the percentage of applicants by gender for certain positions or hierarchical levels may signal specific challenges. But it doesn’t stop there. It’s also about how far they get into your recruitment process. That way you can spot any bias in e.g. the screening stage, interview stage, etc. and act accordingly.

1️⃣4️⃣Percentage of applicants by age range: This metric shows the age diversity among applicants, and whether the company is attracting talent from different generations.

Analyzing KPIs at different levels, whether by recruiter, by job category, or globally, is of paramount importance in drawing informed conclusions and making sense of recruitment process metrics.

Examining individual recruiter performance contextualizes results within the overall recruitment framework, making it easier to identify specific opportunities for improvement. Analysis by function category reveals industry trends, enabling recruitment strategies to be adapted, while a global perspective reveals complex correlations and general success factors. 

How to generate these recruitment statistics?

✅Use an Applicant Tracking Software: An ATS allows you to centralize and efficiently analyze recruitment data. It’s all in one place! You no longer need to switch from one platform to another. 

✅Keep your processes up to date in your ATS: An ATS enables you to set up your own workflows, based on your reality. However, it’s important to keep each of your recruitment processes up to date, to ensure data compliance. 

✅Choose the right KPIs: You can’t monitor everything. It’s important to focus on the data you consider to be your priority. 

✅Visualize data regularly in a reporting tool, integrated in your ATS. 

✅Define SMART goals based on your current situation and the one you want to achieve. 

No more excuses! You now have all the keys to embrace these recruitment analytics, refine your strategy, and make continuous improvement your priority. 🎯

Want to find out how Talent finder can help you collect and analyze your KPIs? 📊

BOOK DEMO
12 recruitment sources to find candidates from the entire market

12 recruitment sources to find candidates from the entire market

by | Oct 12, 2024 | Uncategorized

Do you solely rely on your company website to showcase your job offers? Let’s get real – finding the right talent involves more than just that. The talent acquisition market is as competitive as ever and requires a more proactive approach,  using various recruitment sources.

 

Nowadays, it’s more and more difficult to qualify candidates as active or passive. According to Michael Page, 73% of candidates are open to new opportunities. While 43% of them are actively looking for a job, the remaining 30% are still hesitating. Their position is more passive, but their mindset is one of change. The key is to make sure they see your job ads.  

You have to go where your ideal candidate is. And that’s what we are going to talk about in this article: where can you find candidates? What are the different recruitment sources that exist? Let’s discover them together! 

But before exploiting the different sources you have at hand, there are two prerequisites:  

Understanding your ideal candidate: Knowing the skills, traits, and values that align with your company culture helps in targeting the right candidates. This understanding enables a more strategic approach to selecting the most effective recruitment sources. 

Crafting an irresistible job ad: Before exploring recruitment sources, it’s essential to create a compelling job advertisement. A well-written job ad not only attracts attention but also clearly communicates the job requirements and company culture, setting the stage for successful recruitment.  

What are the different sources for finding candidates?

#1: Your company website

Your company website is the digital face of your organization. A dedicated careers page can showcase your company culture, values, and current job openings, attracting candidates who resonate with your brand. 

It’s usually the first source to be considered – a must-have. 

However, it’s based on a pull strategy, not a push strategy. This means that candidates must spontaneously visit your website to discover your job offers. That’s why it’s necessary to exploit other channels to ensure that the entire candidate market is reached. 

#2: Job boards

Platforms like Stepstone, Monster, LinkedIn or Indeed are go-to destinations for job seekers. Posting your job openings on these boards broadens your reach and exposes your opportunities to a wider audience. You benefit not only from their visitors, but also from their database of candidates. These sites allow candidates to sign up for mailings and receive job alerts for positions that may be of interest to them.

However, posting jobs on those websites is expensive. Through our Talent boost service, we publish your ad at a preferential rate on all Belgian job boards.

#3: Social media

Leverage the power of social networks like LinkedIn, Instagram, and Facebook to share job openings. Engaging content and targeted advertising can help you connect with passive candidates who may not actively be seeking new opportunities. 

Encouraging employees to share job openings on their personal social media profiles turns staff members into advocates. This amplifies the reach of job postings and adds a personal touch, as potential candidates are more likely to trust recommendations from current employees.

However, your content shouldn’t just be vacancies. You need to get people to follow you. Share information about your company, your employees, your projects, your expertise, and tips. Through posts, videos, and behind-the-scenes glimpses, recruiters can present an authentic and appealing image of the workplace, attracting candidates who resonate with the company values. 

#4: Employee referrals

Employee referrals are a powerful and multifaceted source for recruitment, providing not only high-quality candidates but also contributing to a positive company culture, cost savings, and faster hiring processes. Encouraging and nurturing an employee referral program can be a strategic investment in building a strong and engaged workforce.

Existing employees have firsthand experience with the company’s culture and work environment. When they refer candidates, there is a higher likelihood that those individuals will seamlessly integrate into the team and align with the company’s values and mission.

#5: Internal mobility

Internal mobility, or the practice of filling job openings with existing employees, is a highly beneficial source for recruitment within an organization. 

Filling positions from within not only boosts employee morale but also ensures that you have a workforce familiar with your company’s operations and values. When employees see a clear path for career development and progression, they are more likely to remain committed and motivated, contributing positively to the workplace culture.

It also reduces the time and money investment required for the onboarding.  

#6: Talent pool

A Talent Pool is a curated database of potential job candidates who are highly qualified and have shown interest in joining your organization. 

Having a talent pool enables faster hiring when a new position opens up. Instead of starting the recruitment process from scratch, recruiters can turn to their talent pool for candidates who have already expressed interest and may be a good fit for the role. 

Applicant tracking systems are key for building a valuable talent pool. An ATS such as Talent finder serves as a centralized repository for candidate information. It allows recruiters to store and organize candidate data, making it easy to search for and retrieve information when building or accessing the talent pool.

Once your talent pool is filled with talent, you will be able to send targeted job alerts but also to contact specific candidates you found based on criteria.  

#7: Job fairs

Participating in industry-specific or general job fairs provides a direct avenue to engage with potential candidates face-to-face, showcasing your company culture and opportunities.

Job fairs facilitate networking among employers, recruiters, and job seekers. This networking can extend beyond immediate hiring needs, creating valuable connections for future recruitment efforts and building relationships within the professional community. 

#8: LinkedIn Recruiter

LinkedIn Recruiter is a premium service that allows you to search for and connect with potential candidates directly. It provides a targeted approach to sourcing talent based on specific criteria such as skills, experience, location, and industry. You can even go a step further with Boolean search operators to refine your searches. This allows you to combine keywords, exclude certain terms, or focus on specific phrases to enhance the accuracy of your search results.

The platform provides InMail credits, allowing recruiters to send direct messages to candidates outside of their network. They will receive a message but also an email notification. This feature is valuable for initiating conversations with potential candidates, even if they are not actively looking for new opportunities.

#9: School and University Programs

Establish partnerships with educational institutions to tap into fresh talent. Internship programs, campus recruitment, and workshops can create a direct pipeline to emerging professionals.

#10: Personal network

Utilize your personal and professional connections. Networking within your industry can yield valuable referrals and recommendations. 

#11: Industry network

Engage with industry-specific forums, events, and associations. This targeted approach can help you identify candidates with the specialized skills and knowledge your organization needs. 

#12: Recruitment offices

Recruitment offices specialize in identifying and placing candidates in various roles. Their expertise in understanding the job market, industry trends, and specific skill requirements allows them to efficiently match candidates with suitable job opportunities. 

Specialized recruiters maintain extensive networks and databases of qualified candidates. By leveraging their resources, you gain access to a diverse and pre-screened talent pool, including both active job seekers and passive candidates who may not be actively searching for opportunities. 

Outsourcing recruitment to an agency can significantly reduce the time and effort spent on sourcing, screening, and shortlisting candidates. This allows internal HR teams and hiring managers to focus on other critical aspects of the hiring process. 

Don’t limit yourself! Extend your search and explore a variety of sources…

The landscape of recruitment is vast and diverse, with a multitude of sources that organizations can tap into to find the right talent. 

However, the effectiveness of any recruitment strategy hinges on foundational elements such as a well-crafted job ad and a deep understanding of the ideal candidate. These prerequisites set the stage for a targeted and successful recruitment campaign, ensuring that efforts are focused on attracting individuals who not only possess the necessary skills but also align with the company’s culture and values.

And the journey doesn’t end there. Beyond identifying potential hires lies the equally important task of convincing these candidates that your organization is the right fit for them. but that’s a whole subject we can cover in a future article. 

Centralize and optimize the use of your recruitment sources with Talent finder!

I want a Talent finder demo!
Rejecting candidates gently: how about staying friends?

Rejecting candidates gently: how about staying friends?

by | Sep 19, 2023 | Uncategorized

So, you’ve embarked on the treacherous journey of hiring. You’ve sorted through resumes, conducted interviews, and even navigated through the murky waters of decision-making. But now, it’s time for the dreaded moment: rejecting candidates. 

We get it – it’s not exactly the highlight of your day. But guess what? It’s time to master the art of rejection with an edge that leaves everyone wiser and better off.  

For an open position, you will receive a certain number of applications. Some candidates won’t make it to the interview stage, but others will, and will therefore put in more effort and investment, making rejection all the more frustrating. 

The ultimate objective here is to keep them in your talent pool. The talent that doesn’t fit today could be the one you’re dreaming of tomorrow. ✨ 

Our 6 tips for rejecting candidates with respect

#1: Don’t leave any candidate on hold

Every candidate who applies must receive a reply. Of course, as part of your hiring process, chances are you’ll receive a large number of out-of-scope CVs. 

Ghosting is so 2020 (or was it 2019?). Either way, it’s officially out of style. 

Ignoring candidates after they’ve put their heart and soul into your interview process is like leaving a text on “read.”

To make your life easier, ATS such as Talent finder offer automatic e-mails. First, an e-mail is automatically sent to the applicant to acknowledge receipt of the application. Then, a rejection e-mail is automatically suggested to you as the recruiter when you remove the candidate from the process. In this way, you ensure that every candidate is kept up to date. Of course, it’s important to personalize this e-mail. Your ATS will first adapt specific fields to the candidate and the position at hand, but you can also add additional information according to the stage where the candidate was. 

And also, stay available later, because candidates might have complimentary questions. Don’t just drop the bomb and then close the door! 

#2: Honesty – The unsexy but necessary stage

Let’s face it – nobody likes the ‘it’s not you, it’s me’ routine. So, why serve up the same bland dish when it comes to rejection?

Giving no reason is all the more frustrating for the candidate. And even if the candidate doesn’t agree with your justifications, at least you’ve had the merit of being transparent.

Be upfront and honest about why a candidate isn’t the chosen one. A lack of qualifications, a cultural mismatch, a poor interview performance, inadequate experience, overqualification, behavioral red flags, unrealistic expectations, …? Those are all valid reasons for turning down a candidate.  

#3: Give constructive feedback, not a roast session

Rejecting someone with honesty doesn’t mean you have to be rude or ruthless. Be clear on substance, but respectful on form. Lay it out – kindly, but clearly.

In any case, the candidate will be disappointed. But you can make the experience worthwhile by providing them with avenues for improvement.

If a candidate had the courage to face your firing squad of questions, they deserve precise feedback and advice. Point out areas they can work on. Maybe they need to adjust their CV, or reconsider which type of positions they apply for. Take the time to guide them in their future job applications.

A person involved in several recruitment processes may be faced with numerous rejections. This is likely to damage their self-confidence. So don’t be all doom and gloom and emphasize the candidate’s qualities and the factors that will help them find a job.

And if the candidate was avdanced in the recruitment process, in turn, ask them what they thought of their interactions with your company, and if there’s anything you can improve on. On the one hand, you’ll be able to improve your process, and on the other, you’ll be showing candidates that you value their opinion.

#4: No one’s got time to wait

There’s nothing worse than desperately waiting for a reply that never arrives. You check your e-mails every 10 minutes, and you never let go of your phone to make sure you don’t miss that long-awaited call.

As a recruiter, don’t let the suspense drag on.

Some candidates may be less suitable and end up as a second option. We prefer to keep them in reserve just in case the first-choice candidate decides to step back. And that’s completely fine. However, it’s crucial to maintain respect and transparency. Keep this candidate updated regularly. But be cautious not to let things linger too long. If it turns out this candidate won’t ultimately fill the role, inform them as swiftly as possible. 

#5: Internal mobility

No need to sound like a business robot while dishing out the news. Ditch the corporate jargon and get a tad more human. Show empathy, acknowledge the candidate’s investment; especially if the candidate has progressed far in the recruitment process. 

After all, you’re all in this job-search game together.

A phone call allows you to demonstrate your authenticity, but also that you take responsibility for the choice (we don’t blame you if you cross your fingers to get the answering machine). E-mail can sometimes seem like the easy way out. So take courage and make that dreaded phone call. 

And above all, follow up with a summary email to make sure all the info is kept in writing. 

#6: Leave the door ajar

Okay, so maybe they weren’t the right fit this time. But who knows what the future holds? Leave the door slightly ajar. Encourage candidates to keep an eye on your company’s future openings. 

After all, you never know when their skills might be just what you need. Everyone’s evolving and maybe they’ll learn the key competence you need today in another company. 

Improve your Employer Brand, even when rejecting candidates

So there you have it, a crash course in rejection etiquette that’s less formal and more ‘real talk’. Remember, giving the rejection talk isn’t fun for anyone involved, but doing it right can turn an awkward conversation into a respectful exchange. 

In short: respond to all candidates, personalize exchanges, provide constructive and honest feedback, don’t leave candidates waiting indefinitely, and keep in touch for possible future collaborations.

By following these key tips, you will be able to positively impact your Employer Brand and fuel your talent pool on the long run.