Well-written job advertisements, advanced recruitment tools, and effective processes are all necessary for an effective recruitment strategy. However, the most impactful actions you can take to keep your candidates engaged and communicating with you do not involve tools or processes. Establishing rapport is the most powerful way to pique a candidate’s interest, keep them moving through the pipeline, and improve their communication with you.

What is Rapport?

Simply put, rapport is a good sense of understanding and trust between people or groups. It is a harmonious relationship in which people understand each other’s feelings or ideas and communicate well. Establishing rapport can be a challenge in the short amount of time you have but it can be done!

The Impact of Good Rapport

When someone likes you and trusts you they are more likely to:

• Enjoy talking to you.
  A candidate is more likely to answer the phone when you call or respond to your email.
• Share information with you.
  Resulting in an increased likelihood that they will share insight into their true interest level and if they plan to move forward.
• Feel loyalty toward you.
  Reducing the likelihood that they will spontaneously disengage with no updates.
• Introduce you to others.
  Increasing referrals for this role or others that may be vacant.

How to Establish Rapport with Candidates

Be A Genuine Listener

When we meet people during the recruiting process it can be easy to default to the process. Identifying non-negotiables and minimum requirements that the hiring team has can still be done while having a real conversation. Ask open-ended questions and try to be more focused on understanding the candidate’s career story rather than checking the boxes.

At the end of the conversation you should be able to:

• Reiterate to the candidate what it is in their experience that may make them a good fit for the role.
• Help them make the connection between what they want/desire in their career and what you have to offer that aligns with their wants/desires.

Closing your initial conversation with these points will keep them interested after your conversation and let them know you were genuinely listening to understand them as well as their motivations.

Be Empathetic

Candidates have unique interests, and expectations, and may be dealing with stressors. We need to understand this. Our role is to support and serve them in a way that makes the recruiting process as easy as possible and sets their mind at ease. Take into consideration some of the following:

• If the candidate has a strict working schedule how can you accommodate them with flexible phone calls and interview times?
• Are there certain days and times that are better for them to communicate?
• How do they prefer to be reached (by phone, email, or text)?
• If the candidate is from out of town how can you help them acclimate and what kind of tips can you give them for their travel in the area?
• Does your interview invitation contain a comprehensive overview of who they will meet with, contact numbers, what the facility looks like, special parking instructions, etc.?
• How can you help the candidate prepare for an onsite meeting so they can perform their best during the interview?

It’s essential to understand the needs and hesitations of our candidates, provide the information and assistance they need, and act as a “candidate concierge” so that each individual can confidently put their best foot forward.

Transparent Communication

Candidates want to know pertinent details, where they stand in terms of consideration, and when they can expect to hear back. Deal breakers for the candidate should be shared in the very first conversation. This often includes compensation, benefits, schedule, and key responsibilities of the role. If something doesn’t align they can opt out at the very beginning of the process and both parties save valuable time.

No single business is perfect and our candidates know that. Although a part of our role is selling the business and the position we also need to share some of the challenges that will be faced. It shows that we are providing a full and accurate representation of what a new employee is agreeing to. Challenges are inevitable. They also have the power to motivate a team of people to overcome them. Many candidates find themselves intrigued by challenges and how they can help the business solve those challenges.

In Conclusion

Building rapport with candidates can be difficult, especially when you have a high volume of requisitions that need to be filled. But people do not want to feel like a commodity. It is important to be genuinely curious, and supportive, and maintain open and regular communication with candidates. If we do this for our candidates they are more likely to do so for us. Rapport and relationship are among the most essential components to moving ambitious talent from candidate to employee. And if they decide that your opportunity isn’t for them, they are more likely to reach out and tell you so rather than ghost you.

P.S.

Establishing rapport with other people throughout our careers can be highly rewarding for us as individuals. As the “people experts” in our businesses, we are uniquely positioned to meet and connect with a large number of people. Developing trust and healthy two-way relationships with those we meet enables us to build powerful networks capable of just about anything!