Strategies for Improving Candidate Communication

Conversational AI: Transforming Talent Acquisition

Every candidate deserves a fair, consistent, and human experience. Candidates want to know that they are being considered for a role, and they want to receive feedback on where they stand in the process. At a very basic level, candidates want to be treated like people. Unfortunately, companies do not always have time to engage with candidates in a way that is consistent and fair. As a result, most of today’s challenges with candidate experience start with communication.  Communication should be consistent across your hiring process, from pre-application to onboarding. The good news is that companies can improve communication by using a mix of automated tools and human interaction (especially in later stages).

I am looking forward to presenting some of our research on candidate communication and the impact on talent acquisition during a webinar with Clinch tomorrow. Below are a few topics we will cover:

  • Omni-Channel Communication: Most companies rely on email as their primary form of communication in talent acquisition. Yet, mobile usage has increased over the past year and 43% of candidates do not always open their emails. Email limits how a company can engage with talent, slowing down time to fill, and providing a negative experience for both recruiters and candidates. Companies must consider an omni-channel email approach that includes text, messaging, and conversational AI.
  • Measuring Communication Efforts: Communication efforts can make a significant improvement on candidate engagement and overall TA efficiency. Companies should consider measuring traditional metrics as well as response times, time to respond, and engagement levels.
  • Candidate Expectations Have Shifted: Candidates expect consistent communication throughout the entire TA process. Communication does not happen at one stage in talent acquisition. It must be a constant throughout the candidate journey.
  • Mobile Comes First: Candidate behavior has changed since the pandemic. More people are working remotely, and candidates rely on their mobile device to research jobs, connect with brands, and apply for a job. According to this study, 62% of candidates are using their mobile device more this year than last. Candidates want to be able to use one device to communicate with a potential employer, and text meets the needs of the mobile-only mindset by providing faster response and personalized engagement in real-time.

I am looking forward to sharing new research and trends on candidate communication tomorrow. I hope you can join!

Madeline Laurano

Madeline Laurano

Madeline Laurano is the founder and chief analyst of Aptitude Research. For over 18 years, Madeline’s primary focus has been on the HCM market, specializing in talent acquisition and employee experience. Her work helps companies both validate and re-evaluate their strategies and understand the role technology can play in driving business outcomes. She has watched HCM transform from a back-office function to a strategic company initiative with a focus on partnerships, experience and efficiency.

Before founding Aptitude Research, Madeline held research roles at Aberdeen, Bersin by Deloitte, ERE Media and Brandon Hall Group. She is the co-author of Best Practices in Leading a Global Workforce and is often quoted in leading business publications including The Wall Street Journal, The Boston Globe, Yahoo News, The New York Times and The Financial Times. She is a frequent presenter at industry conferences including the HR Technology Conference and Exposition, SHRM, IHRIM, HCI’s Strategic Talent Acquisition conference, Unleash, GDS International’s HCM Summit, and HRO Today.

In her spare time, she is a runner, an avid sports fan and juggles a house full of boys (where a spontaneous indoor hockey game is not unheard of!).