About 23% of candidates hold recruiters responsible for their negative interview experiences, according to SHL’s Voice of Candidate eBook.
Talent acquisition experts are candidates’ first point of contact, so how they communicate directly impacts the employer’s brand and the recruiting experience.
While recruiters use their conversations to evaluate candidates, they should remember that the candidates are also forming their opinion of the company based on how the recruiters communicate.
Why First Impressions Matter in HR
“Talent Acquisition (TA) is the only function which bridges the gap between the candidate and organisation, which includes every minute detail about the job role and organisation and 100% transparency for building confidence and gaining clear interest levels; hence, good communication is very critical,” Neha Bakshi, Deputy Manager Talent Acquisition at Fortis Healthcare, shared.
With HR serving as the first touchpoint for a company, a strong first impression is critical to build trust, credibility, and clarity. Even the most minute details during the first set of conversations shape how a potential employee views a company.
The ability to effectively communicate all the necessary information, to be confident yet inviting, and to express a clear interest in what the candidate has to say, helps in creating a stellar bond with the candidate and shows them what kind of team they can look forward to joining.
Communication in Action: Key Scenarios HR Should Master
“First thing first, like HR must check the current role and interest level of the candidate if it matches with the required JD and what the candidate is looking forward in a job offer or a new role for future growth, if that matches to & fro then further interaction makes sense else there is no point,” Bakshi explained.
Bakshi’s point highlights the importance of a conversation that interests both parties. Even knowing when to acknowledge and back down is the sign of a good communicator, and it can set up a positive impression for possible future interactions.
However, when the interests of the company and the candidate do end up aligning, it is important to handle every phase that follows with precision and delicacy.
- During Recruitment: Be empathetic and informative when reaching out to the candidates. Listen to what they have to say and highlight why they would be a perfect fit for your organisation.
- During Onboarding: The talent acquisition does not stop at the confirmation mail. Induction and onboarding are critical to how an employee perceives the company. During this time, it is important to be engaging and create a two-way communication channel.
Communication Mistakes HR Should Avoid
While every conversation can be novel and present its own set of hurdles, talent acquisition specialists should be especially aware of certain pitfalls to avoid making a less-than-stellar impression.
“Sounding confused and clueless in front of the candidate is a big no-no for any recruiter or HR,” said Bakshi.
- Vague job descriptions and unclear expectations: As a recruiter, it is important to be clear about what your company wants. Any vagueness regarding the job role creates an image that the company is not sure of what they expect from their employees, creating an unsure environment.
- Robotic, template-heavy emails that lack personalisation: To hire a candidate, it is important to make them feel valued. Do not make your emails only about the necessary information. Add some personal details that highlight both the company and your own brand of uniqueness.
- Poor listening during interviews: For any candidate, being heard and acknowledged is highly crucial. Just as you might expect the candidate to pay attention to you, extend the same courtesy to them.
Building Communication Skills Across the HR Function
“Talent acquisition is a vast area to learn and explore every day, you will only go miles if this function lies in your interest level, if you are finding it monotonous or repeated then its time to have a clarity, because TA build the manpower and employee confidence at the same time and its a responsibility which cannot be done half heartly so be true to yourself and your job,” shared Bakshi.
To build a positive first impression, talent acquisition specialists can brush up on their communication skills in a variety of ways. For those managing a team of recruiters and HR professionals, some simple methods can go a long way.
- Invest in communication workshops and soft skill training. Regular lessons help in keeping the basics on one’s fingertips, allowing for a solid foundation for the relationship between a client and talent acquisition specialist.
- Encourage storytelling, empathy, and active listening. Communication is not just about speaking but also listening. Such activities enhance the ability to remember crucial details.
- Incorporate regular feedback loops from employees and candidates. This allows the talent acquisition team to find their weak points and learn what they are doing right.
- Create a style guide or tone-of-voice manual for all HR communications. An easy-to-follow guide can go a long way in making the process simpler for both the candidate and the recruiter.
In the End…
Talent acquisition specialists are the face and voice of the organisation. In such roles, strong communication isn’t optional, it’s a strategic advantage that one cannot ignore..
To enhance your skills, start with small improvements, one email, one conversation at a time. When it comes to creating a good impression, qualities like empathy and patience matter more than how verbose you are.