June 15, 2021
Hiring 21 August 2018
4 Strategies to Hold the Attention of Candidates during the Hiring Process
Kelly Barcelos

It’s a competitive world and finding the right fit for your open role is a challenging task, especially when the position demands a specific skill set. Even though if you manage to attract ideal candidates, you may fail to keep them interested all through the job interview process. 

Most job seekers look for multiple opportunities at one time; Chances are, if they lose interest, you may never get a hold on them. There are various reasons why candidates lose interest. The major deterrent is the long, exhaustive hiring process that includes multiple interviews and evaluations. Therefore, it is imperative that you keep the job application process short yet efficient by conducting the whole process in a timely manner, keeping the potential candidate engaged at every step. High profile candidates are always in demand, and they are often picky. If you want to attract top talent, you need to come up with strategies that can help you keep this high-quality talent interested in your job opening. Let’s have a look at some strategies you can implement to keep your potential candidate engaged. 

Simplify the application process

Job seekers aren’t a fan of a long recruitment process. Filling out an application form that gives out the same information as the resume makes the process unnecessarily lengthy. To improve the candidate experience, it is best to avoid complicated forms. Technology has gifted us with recruitment software like Applicant Tracking Systems, which can organize the recruitment process.   

To make the process simpler, you can include a career page on the company’s website, where you can post the open roles and the job seekers can easily apply. Here are 5 tips that will help your careers page succeed.

1. Your careers page has to be visible

Ensure that your “Careers” or “Jobs” link is either placed in the header or footer of the home page.  Also, create a simple, easy to remember URL for your careers page. 

2. Your careers page has to be mobile-friendly

A mobile-optimized career page is easy to access. Applicants can easily apply for a job position by simply attaching their resume from Google Drive or Dropbox or by using the “Apply with LinkedIn” feature.

3. Your job description has to be written out on the careers page itself. 

No PDFs, please! The best way to enhance your potential candidate’s application process experience is by writing out the job description and not giving a link to a PDF document. If you make your candidates go through many job application process steps such as clicking, downloading, opening a PDF, reading, cutting pasting, typing, attaching, and clicking, chances are that they will dismiss you as their potential employer. 

4. Your application process has to be short and sweet

Try to limit your application process to just one page. Ask for information that you really need; don’t just pick up a template that asks questions, answers of which are already mentioned in the resume. The information you may need is the contact details, recent employment history, salary expectation, position applied for and education. Don’t ask for details which can be easily found in the candidate’s resume. 

5. Your careers page should not ask the applicants to create a login

It’s a bad idea to make your applicants create a login. If you need the login on your careers page to reduce the number of duplicate applications, best is to use an ATS, which can automatically identify duplicate submissions, thus making the application process simpler. 

Streamline the hiring process

A multi-tiered hiring process is the best way to see your shortlisted candidate lose interest in your company. While they wait for your next call for the third interview, they might just grab another opportunity that comes their way. 

If you want good candidates to choose your company, you need to simplify and streamline the hiring process. Streamlining and simplifying the process is all about the balance – you need to find the perfect balance. During the interviews, you can keep the potential candidates’ level of interest high with questions that focus on them as a person versus what’s there in the resume. With a more personalized approach, you can easily strike a chord with the candidate. Making a customized questionnaire may help you evaluate the candidate quickly and accurately. 

Here's a list of questions you can use in your next job interview:

  • Tell me something about yourself that others may be surprised to know about you.
  • What’s your definition of hard work?
  • Can you describe your ideal work environment in three words?
  • How would you describe your own working style?
  • Tell me about a time when you overcame a challenge?
  • What would your ideal boss be like? 
  • What career advice would you give to your younger self? 
  • Is it better to be good and on time, or perfect and late?
  • What is that one thing you'd be happy doing every day for the rest of your career?
  • What would you consider your biggest career accomplishment to date?
  • Do you have any questions for me?

Ensure that you schedule the interviews on time and that the waiting period between the interviews is not too quick nor lengthy.

Keep the communication channel on  

While interviewing, it is easy for you as an interviewer to slip into the habit of only asking questions and not giving the opportunity to the applicant to throw some questions your way. It is important that you make the interview process engaging and not a one-sided affair. 

Presenting an opportunity for the candidate to ask questions says a lot about the company’s culture. It is an excellent opportunity for you to present your company as a friendly, open, and hospitable option and good quality candidates respond to this interview format in a better way. 

Be prompt to reply to inquiries and follow up with your potential candidates. Do not make them wait for more than 48 hrs. Prompt and frequent communication will not only make them feel valued but will do wonders for the company’s image. If they are high profile candidates, there would be a lot of companies vying for their attention. If they see that you are not showing interest, they might just accept your competitor’s offer.  The key to holding the candidate’s interest is having a consistent engagement with them.  

Market the company and the position well 

If you want to keep your candidates engaged, you need to keep your company and the position always be in the spotlight. The best way to make the company and position highly visible for active candidates is to post ads on social media or by writing blogs. Highlighting the company’s culture, its achievements and any differentiating factors on social media is the best way to keep your potential candidates engaged. 

Another way to hold the candidates’ interest is by providing value-added information. Share employee testimonials, direct them to informative articles about the company or give glimpses of the events that take place in the company. With the advent of technology, many recruitment software has emerged that have been designed to not only automate these emails but also personalize them.  

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Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.