What kind of relationship should you have with the candidate?

Before answering this question, try to think back to your hiring process, why are candidates always pigeon interviews, pigeon offers?

Because for them, recruitment HR is a passer-by in their life, many candidates think: you and I have no chance, all rely on a job.

If they are not even a nodding acquaintance, they should not be expected to keep these verbal promises.

Therefore, HR should not only be satisfied with improving the experience of candidates in recruitment, but also should manage the relationship with candidates and take the initiative of recruitment in their own hands.

If you have no idea how to build relationships with candidates, take the first step by building a community of potential hires and building relationships with them before hiring begins.

Before we get started, let's talk about how talent communities can help companies build relationships with candidates.

Talent community is actually the culture medium for enterprises to train candidates, where enterprises cultivate a talent's interest in the enterprise from scratch, gradually enrich the impression of talents on the enterprise through a series of operational means, and finally lead candidates into the recruitment funnel of the enterprise naturally.

Because candidates have already understood the company and established a relatively stable relationship before entering the recruitment process, both the collaboration in the recruitment process and the fit with the company after entry are far better than candidates obtained from online channels or other sources.

Not only that, the talent community is also the hidden talent resource reserve pool of the enterprise, and all members of the talent community are likely to become candidates for the enterprise in the future, and they are more willing to join the enterprise when a suitable job vacancy occurs.

Good content will let users deepen their interest in you, may wish to imagine, if you are a member of the talent community, what do you want to see in the talent community? Here are some suggestions for your reference:

· Industry information: If the enterprise can provide the most cutting-edge industry information to the community members, the members will develop the habit of receiving information from the community regularly to ensure the activity of the community.

· Company news: Through company news or media reports, members can learn about the latest developments of the company and demonstrate the strength of the company.

· Voice of employees: The feelings of employees can reflect the most real working atmosphere of the enterprise, and also provide members with more channels to understand the enterprise.

After building the initial content of your talent community, you need to recruit your first torrents, which can come from a variety of channels:

· Recruitment website: You can place the entrance of the talent community in the recruitment website, so that every talent who visits the company's official website or sends a resume may join the talent community.

Email marketing: Try to turn your EDM fans into members of a talent community.

Major social platforms: In addition to social media promotion, you can try to attract passive talents who may be interested in the company through the form of friends advertising.

Candidates in the process of recruitment: Companies can invite candidates to join the talent community in the recruitment rejection letter to reduce the discomfort of candidates after rejection.

· Job fairs and events: Offline job fairs have lost talent resources? Try sending them a talent community invitation code to turn it into a long-term talent relationship.

· Employee network: Both employees and the network around them can be the initial users of the talent community, and they will be more involved in the activities held by the company.

· Former employees: Many old employees will pay attention to the dynamics of the company even after leaving the company, and they have a better understanding of the business and working mode of the company. If we can recruit them to re-enter the company, it will save a lot of recruitment costs.

In addition to daily content marketing, companies can regularly plan fun activities that both increase the activity of members and attract potential talent to join the talent community.

· Information sessions: Online/offline information sessions can be conducted, so that members can more intuitively understand the business and culture of the company.

· Live broadcast: Try to invite management, employment departments or employees to join in the live broadcast and share their views on the company. Live broadcast is also a good choice.

· openday: Not only offline openday, enterprises can also create a cloud visit experience through VR technology, so that members who can not visit the site can also feel the enterprise work environment.

· Events: Set up competitions according to different positions and recruitment types, such as programmer competitions, and encourage members to participate actively through prizes.

Said so many talent community operation strategy, how to evaluate the effectiveness of your operation means, may wish to analyze from multiple dimensions of the data below:

· Attributes of members in the community: You should have global control over the attributes of members in the community, such as what functions have the most talents? When was the last time you heard from them? You can label them according to their attributes to facilitate subsequent operational planning.

Content marketing data: The open rate and finish rate of your content can prove whether your content is attractive to users, for example, if the open rate is not high but the finish rate is high, you can try to use a more interesting title.

· Participation in the activity: The effect of the activity can be reviewed according to the number of registrations and the number of new members added to the activity. The enterprise can also issue questionnaires after the activity to know the satisfaction of members.

Results of invitational delivery: This is the most important data for the talent community because it directly relates to whether pre-operational initiatives help companies acquire talent resources and turn them into candidates. You need to focus on open rates, candidate feedback, and find bottlenecks to optimize.

Talent community operation is actually a process of grasping the candidates' curiosity about the enterprise, interacting with them in a timely manner, and then establishing a long-term relationship. I hope everyone can quickly start the talent community, from a small white to a great god!