Conversational Recruiting – Good or Bad? Good!

 In Blog

Conversational Recruiting – Good or Bad? Good!

Conversational recruiting approaches the processes of recruitment and hiring through a human lens. Unlike conventional recruiting, which mostly involves a recruiter solely reaching out to a candidate, conversational recruiting encourages a two-way conversation between recruiter and candidate.

In 2018, most companies have switched from a written application to an online application. Online applications are useful because they help to streamline the application process for recruiters and saves paper. But they have their limitations. The online application will let the recruiter know if a potential candidate has the basic skillset to do the job, but such an application is impersonal, and a recruiter cannot get a feel for who the candidate is and how they would fit into the company through just the application. Conversational recruiting can be beneficial for both recruiters and candidates by keeping potential candidates engaged and give recruiters more understanding through an open line of communication between the recruiter and the candidate.

 

Benefits for Recruiters

Having an actual conversation with potential candidates through calls, texts, email, etc. will help a recruiter to get a better feel of who the candidate is. Recruiters who reach out to candidates through referrals are more likely to hire said candidates. References are another form of communication that gives a recruiter more insight into a candidate. References can be depended on to give trustworthy insight into a candidate and ensure that the candidate picked will be right for the job.

 

Benefits for Candidates

Applying online to many different jobs can be a draining process and many jobseekers feel disconnected from the companies they are applying for. Having a dialogue with a recruiter will help to engage a jobseeker with the company they might want to apply for. Connecting with a candidate through text, email, calls, and social media will let a candidate know whether or not a company is actually interested in them and in turn increase the likelihood that a candidate will apply and interview for a potential job.

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