How You Can Improve Candidate Loyalty

March 1, 2018 By: Dave Rietsema
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The number of jobs is growing, but the unemployment rate is low and the number of new employees entering the work force is not enough to fulfill all of the open roles. Candidates know they have options, so they are also more likely than ever before to drop out of the candidate pool at the last minute. With these new stakes in place, recruiters need to step up their game when it comes to securing candidate loyalty.

Keep Communication Lines Open

Looking for a new job can feel like a waiting game for candidates. Waiting for a call or message from a recruiter can become frustrating, especially if a candidate isn’t working and is watching his or her bills pile up.

Communicating regularly can help to ease frustrations while simultaneously building a relationship with a candidate. A message should be sent in response each time a candidate initiates contact. Even if there is no news to report, just hearing from a recruiter regularly can keep a candidate from feeling neglected.

Highlight a Point of Differentiation

Candidates have a multitude of recruiters to choose from, so it’s important to establish a point of differentiation. Every firm has something that it does better than the rest, so figure out what your edge is and let candidates know how that is going to help them.

Establish Trust and Reliability

The candidate/recruiter relationship has to be built on a solid foundation of trust, so make it a point to follow through consistently. Tell candidates when you will contact them and be punctual. Live up to everything that you say you will do for the candidate, let them know that you are pulling for them and that they can count on you.

Tell the Whole Truth

Some recruiters paint a rosy picture of a new job so that a candidate will be excited to apply, but then the job doesn’t end up fulfilling his or her expectations. Candidates will be much happier in the long term if you tell the whole truth about each job that comes across your desk, preventing unpleasant surprises. Every job has pros and cons, so it’s best to let candidates have all the facts so that they can make a decision for themselves.

Keep Your Interviews Short and Sweet

Recruiters need to know a lot of information about the candidates that they are working with, but no one likes a long and drawn out interview process. Trim the fat from your interview process so that candidates don’t have to sit through lengthy interviews or attend multiple interviews. Condense the interview as much as possible and ask the most important questions right up front.

Go the Extra Mile

Ideally, every candidate would have a perfect role available right off the bat, but that’s not always the case. Sometimes it’s necessary to log candidate information and then wait and search for a suitable job. Even when this is the case, every candidate should feel valued and should be able to see that their recruiter is pulling for them.

Building candidate loyalty isn’t easy, but it can be worthwhile. Above all, remember that every candidate is a person that needs your help.


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