Today, I want to talk in the context of recruiting about meeting candidates where they are. This has really become a game-changer in recruitment. Let's explore what it really means to meet candidates where they are, why it’s critical for your recruitment strategy, and how you can make it happen effectively.
Here’s the thing: and you know this… the job market, labor market, talent pool…whatever you call it is changing. Candidates aren’t just coming to us anymore; they expect us to meet them where they are and where they spend their time.
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Understanding Your Target Candidates
The first step in meeting candidates where they are is knowing who they are. That might sound obvious, but it’s where a lot of businesses fall short.
Too often, hiring managers try to cast a wide net, thinking they’ll catch more fish. But in recruiting, it’s not about how many fish you catch—it’s about catching the right ones. To do that, you start by creating an ideal candidate profile. This means taking the time to understand who your ideal candidate actually is and then understanding your target candidates on a deeper level.
Ask yourself:
- What skills or experience does my ideal candidate have?
- Where do they spend their time online and offline?
- What motivates them to choose one job over another?
Let’s break this down even further. Consider demographics. Are you looking for young professionals fresh out of college, or are you targeting experienced individuals looking for a career change?
Generational preferences are also critical. For example, Gen Z candidates might value flexibility and opportunities for personal growth, while Millennials might prioritize stability and a clear path for advancement. And don’t forget about active versus passive candidates. Active candidates are already job hunting, but passive candidates might need a nudge—a thoughtful LinkedIn message or a compelling story about your company culture can be just the thing to spark their interest.
We work with a lot of landscaping companies that struggle to fill entry-level or field-level roles. We’ve discovered that texting gets a better response rate and faster replies than email. And these candidates, especially the younger ones, are highly engaged on social media, but aren’t often active on LinkedIn, which on the other hand is a fantastic tool for salaried professionals.
Leveraging Technology
In today’s world, leveraging technology is a big piece of any effective recruitment strategy.
Start with social media. Platforms like LinkedIn, Facebook, and Instagram aren’t just for networking or posting pictures. They can be dynamic tools for engaging candidates. For example, LinkedIn is fantastic for reaching experienced professionals, but platforms like Instagram can help you connect with younger, creative candidates.
Don’t underestimate the power of job boards, either. Everyone has heard of Indeed and ZipRecruiter, but have you explored industry-specific job boards? For those of you in the Green Industry, sites like GreenIndustryCareers.com can be incredibly effective. These niche platforms allow you to zero in on candidates who already have relevant skills and interests. You’ll be able to find industry specific job boards for just about any industry. With these niche job boards, you probably won’t see the high application volume of Indeed, but you’ll be able to easily target candidates with specific experience or interest in your industry.
Here’s a quick tip: Create a content calendar for your social media job posts. Share behind-the-scenes photos, highlight employee success stories, or even do a live Q&A about what it’s like to work at your company. It’s all about making your brand relatable and engaging.
Communication Methods
Okay, so you’ve identified where your candidates are and started reaching out. Now, how do you communicate with them?
Let’s be honest, we all get overwhelmed by emails. That’s why texting has become a game-changer in recruitment. Texting is quick, personal, and gets results. Did you know text messages have a 98% open rate? Compare that to email, which sits around 20%.
Social media messaging is another great tool. Many candidates are more comfortable communicating through LinkedIn messages or even Instagram DMs than formal emails. And don’t forget about phone calls. Yes, I know—picking up the phone can feel intimidating in today’s digital world. But sometimes, a call is the most direct and effective way to connect with a candidate. Don’t be afraid of the phone...it makes you money!
I remember when we started integrating texting into our recruiting workflow how much it improved communication efficiency and response rate. Candidates appreciate the personal touch and the convenience of texting instead of long email exchanges. Emails are fine, and they can play a role in the recruiting and hiring process, but for back-and-forth communication, emailing is slow.
Interview Flexibility
Now, let’s talk about interviews. Flexibility is key. Imagine you’re trying to recruit someone who’s already working full-time. They might not be able to take a call or schedule an interview during regular business hours.
Offering evening or weekend interview slots can make all the difference. Start with a phone or video interview—these are less intrusive and easier to schedule. Of course, in-person interviews are still important, especially as you get closer to making a hire. But by starting with a flexible approach, you show candidates that you respect their time and commitments.
Use scheduling tools like Calendly or Microsoft Bookings to let candidates choose a time that works for them. It’s a simple way to streamline the process and show that you value their time and convenience. It’ll also make your life easier than going back and forth trying to get an interview on the calendar. A lot of the good ATS systems have calendar integration and sync with or have their own built in scheduling tools.
Simplifying the Application Process
Here’s a critical point, make the application process easy. Long, complicated forms are a surefire way to lose great candidates.
Think about it, we live in a world of short attention spans and instant gratification. If your application takes more than a few minutes to complete, candidates are likely to abandon it. And for passive candidates—those who aren’t actively job hunting—asking for a polished resume might be a deal-breaker. Instead, focus on capturing their interest first. You can always handle the paperwork later.
Tailoring to Specific Groups
Meeting candidates where they are and being easy to work with during the recruiting and hiring process will improve the candidate experience, reduce abandoned applications, and increase efficient responses.
Closing Thoughts
Alright, let’s recap. Meeting candidates where they are means identifying and understanding who your ideal target candidates are, leveraging the right technology, communicating effectively, and simplifying the process. It’s about showing candidates that you value them, value their time, and care about providing a good candidate experience. And you’ll fill positions with the right people faster.
No organization can grow faster than its ability to recruit and retain enough of the right people. Meeting candidates where they are will give you a competitive advantage over your competition, especially in this challenging labor market.
