More often than not, recruiters are juggling multiple candidates at once. During the process, an applicant may grow uninterested, so you’ll need to know how to keep candidates warm to avoid losing them altogether.

1. BE QUICK

When trying to hire the top talent, you’ve got to be fast. Your front-runner candidates will probably be on someone else’s shortlist too, so it’s important that you move quickly. But you don’t just need to be quick about a job offer. Candidates will start losing interest a few days after applying, so make sure you’re reaching out promptly.

2. OVER-COMMUNICATE

We all know that over-communicating is better than under communicating, but it’s important to put this into practice in your hiring. Beyond the basics of communicating when you need something from candidates, it’s a good idea to communicate your plans. For example, letting your candidates know when they will hear back and sticking to it. So, if you’re going to give them feedback within the week, let them know!

3. BE HONEST

Be honest in your communications. If something goes wrong, explain the situation. Hiring can be a long process and lots can go wrong. Your needs could change, your lead client could have issues, your funding could be pulled – anything can happen. It’s important to stay honest and open with your applicants throughout hard times.

4. GIVE YOUR CANDIDATES ENOUGH TIME

If you only give your candidate a 20 minute slot, you’ve got less time to get to know them, their skills, and whether they’re the right person for the job. If they have to rush through their answers – or when you rush through your questions and leave early – this sends a really bad message. This says that you don’t have the time to speak to them, you have better things to do, you’re not interested and not going to hire them.

5. BE UNIQUE

Candidates in today’s markets know their value and can afford to be picky, so you have to try harder to win them over. What sets this role apart from the others your candidate may be interested in? A candidate may accept the role with a lower salary if you sell them on everything else.

6. PROMOTE OUR CULTURE & VALUES

Create an emotional connection with your candidate by providing some insight on Optomi’s values. Your top candidates will probably be someone else’s top candidates, so their opinion of your company could be the thing that makes or breaks your job offer. Mention our Opt2give program in partnership with The TGB Foundation. If they accept your offer, they’ll help feed a kid for a weekend!

7. BE PERSONABLE

Being personable during your candidates interview process is extremely valuable. Smiling and being pleasant is a great start, but theres much more to be aware of. Have confidence, be a good listener, make eye contact, have good time management skills, be patient, be reliable – your candidate will appreciate these traits.

8. COACH YOUR CANDIDATES

Fully prepare your candidate for their upcoming interview! While this seems like standard procedure, not all recruiters are investing in candidate coaching. Set interview expectations beforehand; What types of questions they can expect in their interview? Does the hiring manager have any pet peeves? Guide your candidate towards the type of answers you know the hiring manager values. 

9. BE CURIOUS

Ask about your candidates! Show interest in their lives! What are their hobbies? What movies do they like? Where are they from? Do they like sports? Did they attend an event recently? Ask how it went! People want to work with real people, not just a process. This could be the thing that makes them take the job.

10. BE FLEXIBLE

Make yourself available. Don’t be afraid to break out from the normal work day. Some candidate processes may call for early mornings or late nights. Having a flexible hiring process is important if you’re hoping to attract the best talent. The more flexibility you can offer, the greater success in hiring the right candidate.