5 Ways to Improve Communication with Aspiring Candidates

By Archna Oberoi | 16th February 2018 | #verification importance

The cost of missing out on a talented candidate is way more than a bad hire. Therefore, recruiters should put forth their best efforts in understanding and assessing the candidates at the time of hiring.

To evaluate candidates for their skills, aptitude, and rectitude, communication is the key.

By setting up different sources to converse, at different stages of hiring, it is possible to garner necessary information about the candidate.

If you’re prepping up to hire the best talent for your organization, then the following segment with tips to make communication effective (with candidates) will help you out.

1. Know the Candidate before First Official Contact

You may have found the candidate through a job portal or might have received a reference. The first source of contact between you and the candidate is the Resume. Therefore, before you setup the first call with the candidate, make sure that you have enough info about him/her.

Go through the resume from start to end to know the background of the candidate. This may include his skills, experience, academic qualifications, awards and appreciation, roles handled in previous companies etc.

Once this is done, you can make the first call to the candidate and confirm if the resume shared is updated and that it holds all relevant information to define his potential. Based on this, you can shortlist the candidate for next level.

ALSO READ: Tips to Scan the Resume and Spot Lies in it

2. Set-up a Reliable Mode for Communication

Hiring process may take a long time. Interviews, negotiations, comparison, and then final consideration. While you gradually reach the hiring phase, make sure that the candidate is informed about result of every activity that takes place. This will hold their interest in every step of hiring, no matter how long it takes.

For all those conversations, define a reliable medium where all the updates can be recorded (like email). While telephonic conversations are deep and friendly, emails are professional.

Meanwhile, appreciate the timings defined by candidate for any conversation. This will ensure that you get answer to all the questions, or any other detail, if required.

3. Be Clear about ‘Expectations’ from both Ends

An employee is company’s valuable asset and ascertain that they serve to the company for long, ensure that you pass on the expectations to the candidate clearly. During telephonic rounds or F2F, answer all queries of the candidate, right from company’s expectations to regulations and policies.  Also, make it a point to ask the candidate about their expectations from the company and his future plans. Hiring employees who can work for the company in long run are valuable for growth of the company.

4. If Things Seem Shady, Go for Background Check

If at any point of time in hiring, the facts about the candidate can’t be verified, the solution is to go for background verification. Instead of inquiring the same thing and not getting any clarification, the idea is to contact the previous employer (with candidate’s consent).

For validating rectitude or other facts about the candidate, you can communicate with his former employer. You can manually do it over call, email, or you can automate the process through background screening software.

The concept of employee verification not only validate the facts about him but also gives a peace of mind that the hire will meet the company’s expectations, for sure. Confidence in hiring is the ultimate goal and background verification can help accomplish it.

Meanwhile, ascertain that you perform the check before giving final words to the candidate. A positive feedback will give you the confidence in hiring.

5. Inform them about Delays with Reason

No matter if it is an interview or a confirmation call for the job, always keep the candidates informed in case of delays. A valid reason will let them hold the patience and set a positive impression about how the company values time and effort of the candidate.

Lack of communication leaves too much room for imagination. A bad hire is a proof that you imagined everything (said and presented) to be true. So in your next hiring process, verify the truth with strict background check and hire with confidence.

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