5 Best Practices For Building Strong Connections with Candidates

Recruitment is not just about filing roles – it’s about creating lasting relationships. These relationships enhance your brand and position your company as an employer of choice. Embrace following 5 best practices for building strong connections with candidates.

1. Focus on the Candidate More Than the Position

It is easy to get caught up in the specifics of the job description, but the real magic happens when you see the candidate as a whole person. Sure, skills and qualifications matter, but what about the candidate’s career aspirations, values, and personal motivations? When you focus on the candidate, not just the position, you show that you’re interested in more than just what they can do for you.

Remember, it is not just about filling a position – it is about aligning with a person.

2. Actively Listen to the Candidate

We have all been in conversations where it feels like the other person is just waiting for their turn to talk. Active listening is a skill that people need to develop the most. It’s about understanding their concerns, hopes, and goals. Ask open-ended questions, show genuine interest, and take notes.

When candidates feel heard, they are more likely to open up, giving you deeper insights into their suitability for the role.

3. Communicate Every Detail Clearly

Ambiguity is the enemy of good recruitment. Candidates want clarity. You need to be transparent at every stage of the process. From the initial job description to the final offer, clear communication can make or break the candidate's experience. If there is a delay, let them know. If they are not moving forward, be honest about why.

Think of it this way: would you appreciate being left in the dark when making a major life decision? Neither do the candidates.

4. Leverage Technology to Keep the Candidates Warm

In 2024, there’s no excuse for letting candidates fall through the cracks. Leveraging technology, like AI-driven CRM tools or automated follow-up emails, can help keep candidates engaged even when they are not actively in the process. Regular touchpoints, such as newsletters or updates on company news, keep your brand on top of mind and show candidates that you value their potential contribution.

It’s like keeping a simmering pot on the stove – don’t let it cool down! Technology can be your ally in maintaining those connections without overwhelming your team.

5. Stay connected even after Hire

The relationship doesn’t end when the offer is signed. That’s just the beginning. Following up with new hires after they start shows that your interest in them extends beyond the hiring process. Check-in to see how they are settling in, if they are facing any challenges, or if they need support.

A simple follow-up can reinforce that they made the right choice and help them feel more integrated into their new role.

The Bottom Line

Building strong connections with candidates isn’t rocket science – it’s about treating people with respect, transparency, and genuine interest.

It’s not just about finding the right talent – it’s about creating connections that last. After all, in the end, it’s the people that make the company!