You need to fill a role fast. How can you still build strong relationships with candidates?

Encontrar al candidato ideal para un puesto de trabajo va más allá de encontrar a una persona que cumpla con una serie de requisitos que le permitan llevar a cabo sus tareas. Se trata de hallar a esa persona que se sepa expresar, que quiera colaborar, que pase del discurso a la acción, que tenga la capacidad de lidiar con situaciones adversas, entre otras. El conocer las expectactivas, la visión del candidato, sus intereses y su proyección profesional, pueden permitir al reclutador ver si hace match con la cultura de la organización. Acortar el tiempo para cubrir la vacante es un indicador de la efectividad del proceso, así como la adaptabilidad del candidato en su proceso de onboarding.

By creating a positive candidate experience. The most important thing is to communicate correctly and provide transparent information. I make the candidate feel valued, and I try to create a positive employer perception in order to evaluate him/her for future positions. Quick response is critical in this process.

In my experience we should have clear communication with the candidates about hiring process and set realistic expectations regarding time to fill the position. Establishing trust by valuing their time and effort during the interview process and share the company's values and culture. Provide timely feedback and keep candidates informed about their status in the hiring process. Ensuring the candidates have a positive experience throughout the hiring process and share the constructive feedback for those who couldn't clear the interview during hiring process.

When needing to fill a role quickly, it's essential to prioritize building strong relationships with candidates with transparent communication, active listening, updating the candidates, providing the feedback, providing the best experience and following up with the candidates.

To fill a role quickly, you must be very clear on what skills are required and be willing to flex the requirements depending on supply and demand for that skillset within the market you are recruiting for.

I always find myself going off topic with candidates. For example, asking about loved ones, if they were busy on the weekend and sometimes if we share interests such as football, that always leads to a discussion. I feel this plays a vital part in maintaining my relationships with candidates.

Building talent pools beforehand is the strongest strategy to forge connections with candidates even when a hiring need arises quickly. By actively cultivating a talent pool, you've already connected with potential candidates. This means you're not reaching out to complete strangers when a position opens. You've likely interacted with them at industry events, online platforms, or through previous applications. This familiarity fosters a sense of trust and makes them more receptive to your outreach.

While having a clear picture of your ideal candidate is essential, it's also important to stay open-minded and adaptable throughout the hiring process. Sometimes, the perfect candidate might not fit neatly into the predefined criteria. Consider exploring candidates who bring unique perspectives or experiences that may enrich your team in unexpected ways.

¿Quieres que tus candidatos se enamoren perdidamente de tus oportunidades laborales? Capta su atención con contenido de valor sobre la empresa. Crea la mejor Página de Empleo. Capta la atención y se enamorarán perdidamente de la empresa a la que se se quieren postular. Es importante también facilitarles el proceso de postulación. No tiene sentido enamorarlos y luego ponerles difícil el proceso. Los candidatos que participan en tus procesos de selección son tus clientes. Comunicate con ellos de forma constante. Si tus candidatos no reciben noticias tuyas pasarán de estar enamorados perdidamente a no querer saber nada de ti. Proporciónales la mejor experiencia y serán tus promotores. ¡Te referirán más candidatos!

Just because the process is short, that doesn't mean you can't build a strong relationship with candidates. To achieve this, you can try to focus on high-quality interactions, although you can use templates, making the effort of tailoring everything will be worth it.

In my experience, a critical, niche or senior role needs a very personalised candidate approach. As much as the candidate needs the job, the job needs them too. The key motivator for any candidate to apply to a job is when they feel their skills are wanted in an organization, and that can only happen if the HR reaches out to them with a personalized message or mail. They would feel more confident to apply for the role and it will also create a feel good emotion that the company already values them.

Personalization does not mean "cut & paste" people's names into a standardized form, template, or message; it becomes obvious, how little time and effort you took in composing a message to the candidate (especially when the cut & paste is in a different font and colour). If you expect candidates to have researched you/your company, then you need to show them that you've researched them; give value & respect to the candidate, by actually reading and then mirroring in the message that you've read their CV and LinkedIn profile. Candidates spend time, energy, and heart on creating the best professional profile and CV to get the job, so never underestimate how important it is to tailor your communication when reaching out to candidates.

While personalizing outreach is important, in a time-sensitive hiring scenario, it's also crucial to strike a balance. Prioritize efficiency by using templates or standardized messages for initial outreach, but be prepared to personalize communication as the relationship progresses. This ensures you can connect with candidates quickly while still demonstrating genuine interest in their candidacy.

Reach out to candidates personally, addressing them by name and referring to specific aspects of their background or experience that caught your attention. Tailor your messages to show genuine interest in them as individuals. Be upfront about the urgency of the hiring process while also setting realistic expectations. Transparency builds trust and helps candidates understand the timeline and what to expect throughout the recruitment process.

Tal como mencione anteriormente la comunicación es clave, las herramientas tecnológicas apoyan el proceso solo que el contacto humano, la cercanía y la transparencia durante el proceso puede hacer la diferencia, para cultivar la relación con los candidatos. Por mi experiencia, cuando esto es así, luego cuando los vuelves a llamar están super dispuestos a escucharte y a participar en las nuevas vacantes que se te puedan presentar.

Setting clear expectations early in the process about the speed of the hiring timeline ensures that candidates are not caught off guard by the urgency. Frequent and transparent communication throughout the process helps maintain strong relationships, even when moving swiftly to fill a role. By keeping candidates informed and engaged, recruiters can increase trust and demonstrate respect for their time and interest in the opportunity. This approach not only enhances the candidate experience but also ensures that relationships are built on a foundation of transparency and mutual respect, even in expedited hiring situations.

Communication is lacking in so many professions these days, but especially in Human Resources. Perhaps instead of relying on what works for "you" in your department, try empathizing with the candidates and treating them with respect and the utmost value; they are humans too and deserve better treatment than what currently happens in today's modern 'busy' society. *I would stay far away from using impersonal forms of communication (chatbots, social media, text, automation - all automation reads as 'you' not caring) and instead pick up the phone and call the selected candidates and or email with a personalized message (yes, type it don't rely on standardized communication/forms).

In filling a role quickly, proper trustworthy communication is essential. Keep candidates informed about the hiring process, timelines, and expectations. Be proactive in addressing any questions or concerns they may have. This demonstrates transparency, builds trust, and helps maintain engagement throughout the process.

The key to filling a role quickly is to have a pipeline of candidates developed so when a role opens up, a lot of the leg work with sourcing is already done. To develop that candidate pipeline, strong relationships must be built through frequent and transparent communication. Candidates appreciate when recruiters are genuinely interested in their goals, skills, and interests with a desire to help them. The more often that a recruiter can stay updated on what a candidate is looking for, more they will be able to help a candidate when the right role comes across their desk. Building strong relationships also helps recruiters to drive referrals from candidates. A candidate is more likely to give a referral if trust is built.

Para mi es fascinante poderle dar acompañamiento y feedback a los candidatos en nuestros procesos de selección. A veces hay áreas grises que probablemente no perciben y agradecen mucho cuando se dan cuenta de sus oportunidades de mejora. Darles sugerencias y recomendaciones que aplican no solo en nuestros procesos si no en otros también, es muy satisfactorio.

Feedback to the applicant is never fair as human resources professionals seem to believe it's their time to berate, humiliate and treat the candidates as less than instead of uplifting them and treating them as human. On the other hand, obtaining feedback on your policies and procedures in the recruitment, interviewing, and hiring phases is essential. Never underestimate the power of professional feedback from the candidates; they are more valuable than you could ever imagine. The applicant may be much more invested in applying again if the Human Resources team has truly taken the time, energy, and heart to respect and value feedback.

Offer constructive feedback after interviews or assessments, showing candidates that you value their time and effort. Additionally, give them something that can add value, if it's not a job then some learning from the interview process. This increases the chance of exclusiveness from an applicant with that recruiter for future partnership.

Provide constructive feedback to candidates, whether they are successful or not. Offering insights into their strengths and areas for improvement demonstrates your investment in their professional development and leaves a positive impression.

La cultura es un elemento diferenciador, cuando realmente es la brisa que orienta tu barco los resultados son poderosos. Trabaje en una empresa donde realmente su cultura estaba presente en todas las estrategias de recursos humanos, y el impacto que produce es íncreible. No es solo incorporar talentos, si no mantenerlos a lo largo del tiempo. Incluso en las entrevistas, se invitaban entrevistadores que conocían la cultura y que no necesariamente eran de la misma área donde se estaba buscando cubrir la vacante.

To build strong relationships with candidates quickly, involving the team and showcasing the company culture is vital. Arrange for candidates to meet with potential team members or take part in cultural activities like team lunches or virtual meetups. This involvement allows candidates to get a sense of the team dynamics and whether they align with the company culture. It also demonstrates that the organization values collaboration and inclusivity, showing a stronger connection with candidates from the outset.

Share insights into your company culture, values, and team dynamics to help candidates envision themselves as part of the organization. Provide opportunities for candidates to interact with current employees or learn more about the company culture through virtual tours, employee testimonials, or social media channels.

Build a strong network even if you do not have an active role. Speak to people, share information and ideas. The quickest way to fill a role whilst building a relationship is from your own existing network!

Suppose you utilize online job boards that allow "easy apply" and or "apply now" features, such as what can be found on LinkedIn, please ensure that you never expect an applicant to apply a 2nd and or 3rd time and through a different platform. When you ask someone to apply externally to an additional job board (specifically yours instead of the one the applicant applied as "easy apply" to), it is very unethical and highlights autocratic policies & procedures in the workplace; this creates a toxic environment for the applicant to move forward in and shows how little you have invested in DEIB and learning how the roles appear to the applicant. You will lose brand reputation if you are not invested in the applicant from the get-go.