It's all about "personalisation"

It’s everywhere. Everyone is talking about “personalisation” of the hiring process.

It’s crazy this is such a surprise but personalisation is about creating a human connection between recruiters and candidates, helping to build trust and rapport, AKA a relationship!

It goes beyond simply addressing candidates by their names. By taking the time to understand the motivations, aspirations, and goals of candidates, recruiters can communicate and match candidates with employers that really inspire them to be loyal.

This empathetic approach demonstrates that companies value employees as individuals, not just as means to achieve business objectives.

When recruiting via a recruitment agency it really helps line managers if they understand the candidate in front of them at a deeper level before they meet. It is always worth taking the time to talk to your consultant to understand why they have been shortlisted. It’s usually for more than their CV.

By adding “personalisation” into the recruitment process hiring managers engage with candidates on a personal level. They see firsthand the impact of their decisions on individuals’ lives. This empathetic connection fuels a sense of responsibility and a commitment to finding the best fit for both the company and the candidate, after all, we all know in this market, candidate and client needs are of equal importance.

In today’s candidate-driven market, candidates have more options than ever before. Personalisation not only helps hiring managers attract top talent but also creates a positive candidate experience. By making candidates feel seen, heard, and valued, companies stand out from their competitors and increase their chances of attracting and retaining exceptional talent.

Candidates who are treated with personalised care are more likely to become brand advocates, spreading positive word-of-mouth and enhancing the company’s reputation.

When new hires feel a personalised connection from the start, they are more likely to excel in their roles and remain committed to the business. They are also less likely to be swayed to another offer, change their mind, or find themselves in a role that doesn’t really “fit” them.

At Frankly Recruitment our success comes from this personalised service. We spend time with candidates, not just learning about what we can read from their CV but also engaging with the human being. What makes them tick, what motivates them, what their priorities are; and most importantly really listening to them to make sure we match them with the right role and company to reduce turnover for both. It should be about people, not fees.

Every business should take a look at their recruitment experience from a candidate perspective in order to improve their offer acceptance ratio, their ability to attract the best talent, and of course to create a motivated, loyal, and high-performing team.