I Dub Thee the Year of Communication in Recruiting & Hiring

By Jessica Miller-Merrell

Learn more about how to improve recruiting communication by checking back for this two part series.

In the world we live in, a debate rages on. Do we communicate more, or less? We say a lot more, but is it just coming across as more noise? We often think of recruitment communications, as a siloed, outbound activity. As long as we feed high quality, content into our pipeline, candidates will get the message. But, I propose that we can no longer see this type of communication as being just between us and the outside world. It must include internal branding and company culture as well.

To understand what needs to be done, we have to look at the purpose of communication in the recruitment process.

• We want to improve employee retention.

• We want to have laser-sited candidate targeting.

• We want to feed the knowledge need by providing candidates enough information for them to make an informed decision before they even apply.

As these three needs drive development in recruitment communications, we need to include the internal elements as well. Candidates are not the only ones that need to receive our messaging. Hiring managers and HR personnel, peers in the recruitment industry, senior leadership inside our own companies and in fact, the entire corporate family need to be kept in mind. Since it is generally easier to keep and improve upon talent we already have, we are –in a sense- in a state of recruiting them to remain as a part of our team.

Tools that make this possible

In today’s new media climate, it’s not enough to put out passive notices and wait for them to come to you. You have to take a proactive approach to maintain open communication. Here are some tools you should be using.

1. Video

Video is one of the strongest communication tools in use today. It conveys messages quickly and memorably and with the tools available, it is quick, affordable and simple to use in almost any facet of your communications strategy especially in recruiting and hiring.

2. Mobile

More and more we depend on our mobile devices to keep us informed and in touch and even as a means of completing and submitting work in certain applications. Most people carry their mobile devices with them everywhere, meaning they are never out of touch.  

3. Social

Understand that your employees and others are likely using social media to communicate about you. The best way to ensure that this is healthy is to establish policies, protocols and strategies to put it to work for you. Whether through groups on public networks, like Facebook and Twitter, or on internal social networks set up for your company, it’s a powerful way to share messaging and build conversation.

4. Analytics

To know whether your communication is effective, some type of measurement needs to be instituted. Tracking direct interaction and internal surveys are not enough. Learn to use available tools, and even explore custom options if needed, to record and analyze interaction to determine what is working best and target your strategies.

5. Keep it personal

Since most communication in our world these days is digital, it can be a constant struggle to establish and maintain the human element. So much so, that “humanization” or specifically "candidate experience" is becoming something of a buzzword in recruitment circles. Using real life examples that illustrate your message is a great way to incorporate this across all channels. By keeping the people who make your strategies and goals possible front and center, you present a personable, human face to new recruits and current team members.

Learn more about how to improve recruiting communication by checking back for this two part series.

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Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.