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What are the best ways to keep remote or hybrid candidates engaged throughout the sourcing process?

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Finding and attracting the best talent for remote or hybrid work can be challenging, especially when you have to compete with other employers and keep candidates interested throughout the sourcing process. How can you make sure your remote or hybrid candidates stay engaged and motivated to move forward with your company? Here are some tips to help you create a positive and memorable candidate experience.

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Meghana Jain

? Head of people & culture @ EchoVME & Digital Scholar | Enhancing employee experiences through better human-to-human…

1 Communicate clearly and frequently

One of the most important ways to keep remote or hybrid candidates engaged is to communicate clearly and frequently with them. This means setting expectations, providing feedback, and updating them on the status of their application. You can use various channels, such as email, phone, video, or chat, to connect with candidates and show them that you value their time and interest. You can also use automation tools, such as chatbots, email templates, or calendar integrations, to streamline and personalize your communication.

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Meghana Jain

? Head of people & culture @ EchoVME & Digital Scholar | Enhancing employee experiences through better human-to-human connections | Hiring exceptional talent across multiple roles in Digital Marketing
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It's critical to have regular, transparent contact throughout the sourcing process in order to keep distant or hybrid candidates interested. Start by outlining in advance the timetable & steps of the hiring process. Even in the absence of notable advancements, candidates can feel reassured by regular reminders that they are not being overlooked. Make use of a variety of communication channels, such as messaging apps, video calls, and email, to maintain a lively and open dialogue. Make your discussions more intimate by calling candidates by name and bringing up particulars from their chats or application. To demonstrate that you appreciate their time and interest, invite applicants to ask questions and answer them thoughtfully and promptly.

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2 Showcase your culture and values

Another way to keep remote or hybrid candidates engaged is to showcase your culture and values. This can help candidates understand what it is like to work for your company and how they can fit in and contribute. You can use different methods, such as employee testimonials, virtual tours, social media posts, or webinars, to highlight your culture and values. You can also involve your current remote or hybrid employees in the sourcing process, such as by asking them to share their experiences, participate in interviews, or host Q&A sessions.

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Meghana Jain

? Head of people & culture @ EchoVME & Digital Scholar | Enhancing employee experiences through better human-to-human connections | Hiring exceptional talent across multiple roles in Digital Marketing
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Employ video calls to add a more personal touch and successfully communicate the culture and values of your business. Tell tales and provide examples of how your values are applied in your day-to-day work life. To offer candidates a sense of the work atmosphere, consider hosting informal meet-and-greets with possible team members or virtual office visits. Candidates can be kept informed and involved with prompt feedback following interviews and with regular check-ins. Lastly, to ensure their success in your company, be open and honest about the policies and support systems pertaining to remote or hybrid work.

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3 Offer flexibility and support

A third way to keep remote or hybrid candidates engaged is to offer flexibility and support. This means being flexible with your scheduling, screening, and interviewing processes, and accommodating candidates' preferences, availability, and time zones. You can also offer support by providing candidates with the necessary resources, tools, and information to prepare for each stage of the sourcing process. For example, you can send candidates a guide on how to use your video interviewing platform, a list of frequently asked questions, or a feedback form.

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Meghana Jain

? Head of people & culture @ EchoVME & Digital Scholar | Enhancing employee experiences through better human-to-human connections | Hiring exceptional talent across multiple roles in Digital Marketing
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Respecting their time and responsibilities can be demonstrated by being flexible with the interview schedule. Furthermore, extend assistance by being accessible to respond to inquiries and furnishing materials regarding the corporate ethos and policies for remote work. In order to demonstrate that their input is valued and to make changes for upcoming candidates, ask for their last thoughts on the procedure.

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4 Highlight your benefits and perks

A fourth way to keep remote or hybrid candidates engaged is to highlight your benefits and perks. This can help candidates see the value proposition of working for your company and how you support your remote or hybrid employees. You can showcase your benefits and perks, such as health insurance, wellness programs, learning opportunities, or equipment allowances, by using visual aids, such as infographics, videos, or flyers. You can also emphasize how your benefits and perks align with your candidates' needs, goals, and preferences.

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5 Ask for feedback and referrals

A fifth way to keep remote or hybrid candidates engaged is to ask for feedback and referrals. This can help you improve your sourcing process, build trust and rapport with candidates, and expand your talent pool. You can ask candidates for feedback on various aspects of the sourcing process, such as the communication, the screening, the interviewing, or the overall experience. You can also ask candidates for referrals, such as their colleagues, friends, or network contacts, who might be interested in working for your company.

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6 Recognize and reward candidates

A sixth way to keep remote or hybrid candidates engaged is to recognize and reward candidates. This means showing appreciation, gratitude, and recognition for candidates' efforts, achievements, and potential. You can recognize and reward candidates by sending them personalized thank-you notes, congratulatory messages, or recognition badges. You can also reward candidates by offering them incentives, such as gift cards, vouchers, or swag.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best ways to keep remote or hybrid candidates engaged throughout the sourcing process?

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1 Communicate clearly and frequently

2 Showcase your culture and values

3 Offer flexibility and support

4 Highlight your benefits and perks

5 Ask for feedback and referrals

6 Recognize and reward candidates

7 Here’s what else to consider

Human Resources

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What are the best ways to keep remote or hybrid candidates engaged throughout the sourcing process?

1

2

3

4

5

6

7

1 Communicate clearly and frequently

2 Showcase your culture and values

3 Offer flexibility and support

4 Highlight your benefits and perks

5 Ask for feedback and referrals

6 Recognize and reward candidates

7 Here’s what else to consider

Human Resources

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