How to maintain communication with your top talents

A very unpopular but increasingly widespread trend in recruiting is ghosting — ignoring messages or calls or breaking off contacts. Due to too many messages, impersonal inquiries, and spam via social media channels or by email, candidates decide to Discontinue contact with recruiters. Even if this was initially promising. Or candidates are “ghosted” by companies and receive no feedback on cover letters and job interviews. For both sides, this is an unpleasant and, above all, unproductive event for the further employment process or job search.

‍

How did the trend of ghosting originate?

‍

There are a variety of factors that have favored ghosting in recent years. 

‍

• On the one hand, there are remote workplaces that often no longer require a physical presentation in the company and are based purely on video calls. As a result, if the interviews are misinterpreted, there is no personal connection between companies and applicants, which means that both sides are more willing to ignore the other. 
• Even a digital application process without little personal contact can ensure that applicants drop out faster. 
• On the corporate side, impersonal online appearances and generic mass mailings also help applicants not feel seen and appreciated and are more willing to break off contact more quickly.
• Furthermore, communication on various social media channels can make it difficult for candidates to keep track of things, which means that messages go unanswered.

‍

What is the solution to reduce or avoid ghosting in the recruiting process?

‍

During the entire application process, companies have the opportunity to Always stand out from the crowd and recruit suitable candidates. This starts with the recruiter's first non-binding message and goes beyond signing the contract (because onboarding is also part of the hiring process!). In any case, the goal of companies should be to make recruiting processes as positive and effective as possible, by paying particular attention to dealing with the applicant. The key here is targeted, individual, and, above all, appealing communication in all process steps.

‍

The power of video communication

In today's digital world, where remote work and virtual meetings have become the norm, video communication provides a bridge to maintain human connection. Why Because video makes it possible to integrate facial expressions, gestures, and tone of voice, which leads to a deeper understanding of each other and a stronger bond between recruiter and candidate. Companies and recruiters can take advantage of these advantages throughout the application process.

‍

Video communication at every stage of the hiring process

Video communication makes it possible to contact conversations in the hiring process, even if both parties are on different continents or in different time zones. This direct exchange builds trust and shows both sides that they are dealing with real people. It becomes more difficult to “ghost” someone when you've established a personal connection that goes beyond mere text communication.

‍

Active Sourcing 

As part of Active Sourcing Recruiters take the reins into their own hands by actively approaching suitable talent. Using video, HRLers can base on the applicant's personal preferences and significant milestones (for example, can be seen at Linked) and emphasize the similarities between the candidate and the company.

Through personal video messages of the right length, the right tone, and individual content, recruiters achieve a significantly higher response rate for contact attempts.

‍

Recruiting mailings

Auch mailings are a popular communication channel in recruiting. But especially in times of automatically generated mass mailings, it is all the more important that companies value the personal message because only that is convincing. It starts with an appealing thumbnail and subject, the individualized message, and ends with the contact call in the video.

‍

Video application 

The use of video in the hiring process can also be useful for applicants. In a video, candidates are invited to sign up with a short Video application report back. Many candidates take the hurdle of writing cumbersome cover letters and allow them to show themselves as personalities. Companies, on the other hand, benefit from an improved sense of the candidate and their individuality. 

‍

Video updates while the process is running

In the ongoing process of getting to know each other, companies can increasingly rely on video content to provide suitable candidates with a great deal of transparency. Expectations, further process steps, and the Current status can be communicated. Questions and concerns can be addressed and clarified immediately, which minimizes misunderstandings. It is also possible to send immediate feedback directly that is authentic. A transparent exchange promotes an open atmosphere in which candidates feel comfortable expressing their true thoughts and feelings and also allows recruiters to establish a real connection.

‍

Video commitment

It is not always possible to make a telephone call if a confirmation is positive. But a short video that teases the commitment and request to make an appointment makes every applicant happy and ensures that the candidates at any time are picked up. In addition, the recruiter can directly provide information on the further process, such as signing the contract, and Significantly increase the anticipation of cooperation.

‍

Cancellation via video

Even though Rejections in the application process are reluctant to be made, do they ensure the necessary clarity on both sides? This means that both companies and candidates return. Especially since not every rejection has to result in a break in contact. Specially trained specialists are gladly accepted into talent pools and considered at a later stage or for another job. For this reason, companies (and ideally applicants too) should communicate the end of an acquaintance. 

‍

Conclusion

Ghosting in recruiting can be frustrating, but using video communication can minimize the risk, At the same time, recording more employee retention in the long term is important. By using technology to build real, personal connections, companies can foster a culture of openness and respect in the recruiting process. Video communication is not only a tool to avoid ghosting, but also a way to improve the overall recruiting process and enrich it through interpersonal emotions and constant feedback. Ultimately, it is about building real relationships between people to ensure a good long-term employment relationship and a high level of employee loyalty.

Would you like to hear more about applicant communication with video? Get access to our webinar 

‍

‍