Candidate conversion often receives the most attention when your business desperately needs to hire for a role, but by that point it may be much more difficult to make the requisite changes. The companies with the best candidate conversion are those that consistently optimise their candidate conversion, ensuring that their candidate experience is a cut above the rest.
Know who your top targets are
Part of candidate conversion is being selective, and being sure to target the right people. If you’re actively pursuing candidates, then you don’t need more than around 25 strong prospects to start looking. For this group, you want workers who are experienced and skilled, but are also likely to see your company as a good career move.
Tell your recruiters to concentrate on people who have a similar title to your own hiring role, but are perhaps at a larger company, and would relish the chance to move to a smaller one which is growing faster.
Whatever the stage of the candidate experience, you want your processes to be watertight. The faster that you are able to move, the fewer prospects you risk getting frustrated, or hired by other businesses. If you’ve been able to gain serious interest from a worker, it’s important to move them through the experience quickly, and to respond to them as soon as you are able after an interview. This takes a strong recruiting team, but the benefits are obvious.
Make your platform mobile optimised
Most candidates start their job search on a mobile device. If your website still doesn’t work smoothly on mobile, then you’re going to lose out on frustrated candidates, causing your applicant conversion rate to decline. You want your candidates spending their time on their application, not on figuring your website out. More than this, if your online presence isn’t tech-savvy, people may assume the same about your company as a whole. If you’re looking to improve in this area, inploi’s Convert module is mobile first optimised, for an amazing experience whatever the device.
To increase your lead conversion rates, you don’t want to sacrifice quality, but you also don’t want to neglect talented workers to chase others. You want to be responsive to candidates, especially if you haven’t gotten a chance to interview them or put them through testing yet. If a candidate has questions about the job description or its requirements, try and get back to them in a timely manner. Otherwise, a bad candidate experience might put them off.
Develop interesting job descriptions
When you’ve been a recruiter for a long time, it can be a challenge to step back and truly see things from the perspective of a job-seeker. This is why sometimes hirers can create applications which are totally focused on being exhaustive and specific, and don’t have enough focus on making the job appeal to candidates.
You need to communicate with them on issues that will resonate with them - what is your company’s purpose? What has it achieved that you are proud of? This is the kind of material it is essential to include if you want to convert more candidates.
Has this article spurred you on to improve your candidate conversion strategy? Then inploi’s Convert module might be just what you’re looking for. We will deliver a strong new front end for your talent attraction, featuring conversational chat-bot reply so that candidates feel attended to, a mobile-first optimised experience, and a frictionless, easy to navigate application process. To find out more, check it out here. And for more advice on navigating candidate recruitment, be sure to follow the inploi community page, where articles are posted weekly.