How to Create a Communication Plan with Candidates

How to Create a Communication Plan with Candidates | Pirate Staffing

As we enter the latter months of 2023, it’s still a job hunter’s market. If you want to attract top-tier candidates to your company, you’ll need to take active steps to stand out from the competition. One of the best places to start is with a cohesive candidate communication plan. Here is what you need to know.

How Can You Create a Better Communication Plan with Your Candidates?

Standardized Touchpoints

This is simply a list of times throughout the recruiting process that you will get in touch with applicants. It serves as the backbone of your communication plan. Every company is different, but you might consider a schedule like this:

  • Pre-application. Send a reply whenever someone reaches out about possible job openings.
  • Post-application. Generate an automatic email that goes out immediately after you receive an application, along with a follow-up a week later.
  • Change of status. Let people know where they are in the process. For example, if they pass the initial screening and are in consideration for an interview, tell them that. Also, let them know if they are no longer in contention.
  • Interview phase. Always create manual emails (or reach out by phone) to schedule interviews, as well as to follow up afterwards. At this point, you’re down to your strongest candidates, and it’s worth the effort to reach out personally.
  • Closing the loop. Once you make a hiring decision, let all applicants know, regardless of where they are in the process. This can help to prevent hard feelings later on.

Candidates as Customers

Another way to stand out is to always treat your candidates like customers. This shows that you respect their time and efforts, and can help convince top recruits that your company is a good place to work.

  • Be available. You have a lot going on, and you can’t necessarily drop everything whenever a candidate reaches out. But you should strive to answer all questions or concerns within 24 hours.
  • Be transparent. Answer questions honestly. If you don’t know an answer, tell them that, and be prepared to follow up when you do have the answer.
  • Remember that words matter. You likely already have brand guidelines for communicating with customers. Take some time to standardize the language and tone you use with your job applicants as well. Be encouraging, offer constructive feedback, and quickly get to the point.

A strong communication plan can help you attract top candidates. At its heart, candidate communication comes down to respect. Keep them apprised, be available to answer questions, and watch your language and tone. These steps may seem simple, but they can transform your hiring process.

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