Why is the application process different with sourced candidates than with applicants who have proactively applied for a job advertisement? We are talking about candidates who have been approached for the position in question, so-called passive candidates. Candidates who are not actively looking, but who have shown interest after being approached and have started the application process with the company.
What are passive, sourced candidates?
It is important that managers deal differently with sourced candidates in the application process who have not applied themselves but have been approached. These candidates are usually not actively looking for a new position and therefore often have little time and motivation to actively participate in the application process. It is therefore essential that the manager convinces these candidates of himself and his company in order to win them over for the position.
Appreciation
One way to do this is to match the candidate to their skills and experience in the interview and show them how they can develop in the organisation and in the role. The manager should also make sure during the application process that they present a positive and professional image of the company to the candidate and show them that they will feel welcome and valued there.
Communication in the application process
Another important element is communication. Managers should ensure that they inform the candidate regularly and in a transparent manner about the progress of the application process. This gives the candidate the feeling that they are important and that the company is interested in them.
It is also important that the manager takes time during the application process to understand the candidate and learn about their motivations. They should enquire why the candidate is interested in the position and what their goals are. In this way, the manager can focus more specifically on the candidate's needs and show them how the position can help them achieve their goals.
Build a personal relationship
Ultimately, it is important that the manager establishes a personal relationship with the candidate. If the candidate feels well looked after and valued, they will be more willing to commit to the position and the company. The manager should therefore take the time to get to know the candidate and show them that they value them as a person and that they would like to have them on their team.
It is important to emphasise that the manager must win over the candidate in the application process itself, as the candidate will be approached by several headhunters every week who want to recruit him or her for other companies. The manager must therefore be persuasive and make a clear and attractive offer to the candidate. This can include a clear career development opportunity, interesting projects, a good working environment, flexible working hours and an attractive salary.
Another important element is time. The manager should guide the candidate through the application process quickly and efficiently and make them an offer quickly to secure them ahead of other companies. This shows the candidate that the company is interested in them and allows them to make a quick decision.
It is also important that the manager contacts the candidate regularly after the interview and offer and gives them the opportunity to ask questions and raise concerns. This gives the candidate the feeling that they are being taken seriously and that the company is interested in their welfare.
Hiring manager must win the candidate for the company
In conclusion, it can be said that the manager must deal with sourced candidates differently in the application process than with applicants who have applied themselves. They need to convince the candidate of themselves and their company by making them an attractive offer, guiding them through the application process quickly and efficiently and giving them regular feedback. If the manager follows these steps, he has a good chance of winning the candidate over to the position and the company.
