HR Leader strategy series: Making the Offer. What you need to know

Engaging with potential candidates to make a job offer is a step in the HR process which is often stressful for many recruiters. As key candidates are likely considering offers from various employers it is important that your company delivers a positive, transparent and interactive experience. As many as 72% of organisations feel that a digital HR process is a priority, yet nearly 60% of job seekers have a poor candidate experience. Close to 72% of these have shared their experience online. What can you do to improve this score in your business?

HR Leader strategy series: Making the Offer. What you need to know image

Making contact

Human Capital Management (HCM) solutions can simplify the way you engage with candidates. Standardised templates as well as Personalised templates for senior or new positions can be beneficial to gain the competitive edge. The key however is to have this capability backed by analytics that predict those who are most likely to engage.

Internal Availability

The scheduling of interviews is probably one of the most frustrating and time-consuming tasks for the HR team. We’re all too familiar with this: after scheduling an interview, you discover that two key stakeholders can’t make it. You risk losing the candidate to a competitor as you try to synchronise diaries and team availability. Ideally, the HCM solution needs to have calendar integration that not only checks availability but suggests suitable interview times that fit schedules. Virtual attendance of the interview has gained in popularity for remote team members and offshore candidates.

Smart Collaboration

The post-interview stage can be particularly inefficient, and the global average indicates that time spent on interviews has increased by 75% recent years. Team collaboration post-interview to share feedback and identify the best candidate is a crucial area where you can optimise and shorten your process if you need to beat your competitors to the perfect candidate.

The good news is that it’s not only Enterprise-tier solutions which offer these capabilities and if you’re a mid-tier company, you can hold your own against larger competitors for key resources. A digital organisation tool can help you streamline your recruitment workflows with:

  • Shared projects and notes for team collaboration
  • Analytics that track potential candidates
  • Smart folders for your talent pipeline

Knowing where candidates stand in the application process and when to tactfully respond to candidates who won’t be receiving an offer can go a long way in improving your efforts to protect your company’s brand and manage candidate expectations.

In our next segment, we’ll look at the onboarding process. We'll focus on 7 steps for successful onboarding and the impact this can have. If you prefer a personal discussion about People & Talent management, reach out to our Talent experts here.