Do you ever wish you had telepathic abilities so that you could read your candidates’ minds and know JUST what they’re looking for?

Well, we can’t give you mind-reading superpowers, but we do have some awesome data that can do the job.

So, let’s take a quick peek into your candidate’s mind, shall we? Here’s what they secretly want from you.

6 Things Your Candidate Wants You to Know (But Won’t Say)

1. “I’m Flattered When You Approach Me”

When contacted by a recruiter, 63% of candidates say they’re flattered, and up to 90% are open to fresh opportunities. It’s just a matter of HOW you approach them.

Just like you probably take a few seconds to decide if a candidate is going any further, they also take no longer than that to judge whether you’re a recruiter worth chatting with.

So, avoid beating around the bush and get to the point as soon as possible. Also, try to give them an ego push to keep them hooked.

Candidates enjoy compliments and will favor those who provide them. Thus, tailor your outreach to each candidate, highlighting the information you gathered from your research.

2. “I Need More Information About You Online”

Candidates are serious researchers these days, and if they can’t find enough information online about a firm, a job, or even you as the recruiter, they’ll be hesitant to talk to you.

So you must invest time and effort in the online spaces where job seekers hunt for such information:

  • Your website (53%)
  • LinkedIn (38%)
  • Search engines (35%)
  • their contacts who work at the company (32%)

They look for solid proof that they can trust you to handle the next stage in their career, anything from reviews from previous applicants to success stories you post on your social media. So, make sure that these are visible and easily accessible to them.

3. “I Wish My Recruitment Experience Was Simple & Seamless”

Our technologically advanced world has created a climate in which candidates want everything NOW, and job seeking is no exception.

They despise wasting time, and up to 60% admit to abandoning a job application because it took too long to finish.

So put yourself in your candidates’ shoes and apply for your own jobs to see how their journey goes and what can be done to improve their experience. Don’t make the mistake of creating lengthy, complicated applications.

Making recruitment a smooth journey for them will boost candidate engagement, leading to more direct applications.

4. “Your Jobs Are Tough to Find”

It goes without saying that you can’t hire someone who isn’t aware you’re hiring.

The key to increasing brand awareness and hiring visibility is your communication and marketing of open jobs.

Be loud and proud on all platforms about the open roles you’re actively looking to fill. Make the most of popular as well as niche job boards to promote these jobs.

5. “Open & Honest Communication from You Really Helps Me”

No one likes being kept in the dark. Candidates appreciate timely updates and regular follow-ups. Don’t reach out to them and then go AWOL for two weeks.

You’ll not only lose their interest at that moment but will probably not be able to gain it back later and lose credibility in their eyes.

So don’t go quiet on them; pick up the phone and keep them in the loop.

When communicating with them, ensure that you don’t conceal any details or share false information and expectations.

You expect candidates to be honest with you, so be transparent with them too. It’s only fair.

6. “I Love it When You Know What You’re Talking About”

Candidates adore authority figures. According to research, candidates are 56% more likely to react when approached directly by a hiring manager, authority figure, or industry expert.

But let’s be real; having the hiring manager contact a candidate personally is not really feasible (more like impossible) if you’re recruiting on behalf of a client.

So focus on what you can control: showcasing yourself as an expert in your industry.

If you know your jobs and your sector through and through, it will reflect in the way you converse and instill confidence in them about you from the get-go.

Making small talk with potential applicants to start a conversation is an old-fashioned strategy; instead, establish yourself as an authoritative figure by exhibiting your expertise in your niche.

Now that you know what your candidates are secretly thinking, you’re no longer in the dark about their issues and concerns about your recruitment approach. This list can work as your golden ticket to providing the candidate experience of their dreams!