Keeping candidate engagement during a slow interview process

A common problem which both candidates and headhunters experience during the recruitment process is delayed responses from clients and in turn this had a knock-on effect on candidate engagement. Keeping candidates engaged when a client's recruitment process is moving slowly is crucial to maintain a positive candidate experience and increase the chances of securing top talent.

Below are some strategies we will use here at Collingwood Executive Search in order to keep candidates engaged, as well as helping to ensure we:

Frequent Communication –  Informing candidates about the status of their application and the overall recruitment process is hugely important when it comes to keeping them engaged. Being transparent about the status of the headhunt is something that builds trust with candidates and in return is more likely to create a positive experience for them. Another benefit in doing this, especially for the headhunter, is that the candidate is also likely to keep you updated with their circumstances and reduce the chance of you getting to longlisting stage and then finding out the candidate is no longer interested.

Set Realistic Expectations – Make sure you are upfront about the anticipated timeline for each stage of the recruitment process. If you manage the candidate’s expectations from the beginning, this can prevent frustration later as well building trust, something that we have already mentioned.

This is particularly important in retained headhunting. For example, with most clients we work with, we will agree to a 3-to-4-week research phase meaning candidates may not hear back from us for that long also. We generally find candidates are fine with this if they are made aware at the beginning of the process.

Provide Feedback and Updates - Even if there are no significant developments, share small updates or reminders of the candidate's status in the process. This aligns with setting realistic expectations and can help them feel valued and involved. It is also important to provide all feedback, not just positive, so that the candidates can learn from it.

Personalise Interactions - Tailor your communication to each candidate. Address them by name, mention specific aspects of their application that impressed you, and highlight why they are still a top choice. Candidates don’t want to just feel like “a number” in the recruitment process. If they feel like you have taken the time to understand them and their expertise, naturally their engagement will increase.

Maintain a Positive Candidate Experience - Ensure that every interaction, whether through email, phone, or in-person, is positive and respectful. A good candidate experience, even during delays, can leave a lasting impression. You don’t want candidates to have a negative experience and potentially pass this on to peers and colleagues who you may reach out to in the future.

Highlight Company Culture - Showcase your clients culture and values through videos, blog posts, or virtual tours. This can keep candidates excited about the prospect of joining your client. This can now be easily done via social media or even from your own personal experiences of dealing with the client or visiting their site/offices.

Ask for Feedback - Seek feedback from candidates about their experience with your recruitment process. Use their insights to make improvements. Remember that every candidate is unique, and their needs and preferences may vary. By taking a personalised and considerate approach, you can keep candidates engaged and interested in your organisation, even during a slow recruitment process.