How organisations should automate the engagement process to keep the talent interested?

Updated: Jan 6



Traditional technique of recruitment

Companies often face lot of challenges in attracting the right talent and onboarding them successfully in the organization. In spite of investing a significant amount of time, effort and money on employer branding, personnel marketing and recruiting, companies often end up losing 90% of their candidates to their competitors. This generally happens after the candidate’s first meeting, as companies don’t take enough initiatives to keep the talent attracted till he joins the organisation. This problem can be resolved by automating the candidate engagement process which is used by renowned companies like BMW, Accenture, KPMG and Bosch.


The recruiting success is based on 3 simple steps

1) Identify 2) Engage and 3) Win.

The right candidate is identified through HR marketing campaigns, career fairs, campus recruiting, web and social media. Though the top talent is identified through this process, we often end up losing 90% of them to our competitors., as HR doesn’t inform the candidates about the different stages of recruitment that one has to qualify. This problem can be resolved by creating a talent community. Talent community is a group of people who will engage with these candidates to offer assistance when required. The companies try to gather more information about the candidates using their HRMS tool which helps in building a strong relationship with them. It can be done in the following methods

a) Welcome campaign – The candidate is provided with new user access so that he can log in to the system and get more insights about the events happening in the company and its people. He can also gauge his interest level to work for that company.

b) Candidate profiling – The candidate would then be requested to update his entire profile in the company HRMS so that he can be posted with job offers as and when his profile matches with the company’s requirement.

c) Call to action – By including a call to action in the HRMS, the talent will receive job offers that match his profile and he can apply for the role by just clicking a single button. The system will regularly send reminders to his profile updated so that it can post jobs as and when there is a requirement that matches his skill.

d) Segmentation – is another method which will immensely benefit both the talent and the recruiter as they can easily filter the candidate profiles to check if it is relevant to the mandate.

Finally, would like to add that the recruiter, the candidate, and the organisation will immensely benefit if the candidate engagement process is automated. The recruiter can then have significant success in attracting the right talent and engaging them through their journey using these technologies.


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