Catching a candidate is difficult in a passive market, but you could be using the incorrect communication tool while you’re reaching out at different steps in the hiring lifecycle. You have direct messages, texts, emails, video calls, phone calls, in-person meetings, and probably more to come with advances in tech.

But here is the challenge as you’re flipping through the different communication channels. You could be unsure of what type to schedule with a candidate, and could potentially scare off a passive candidate while you’re selling them on a position. Choose live text with a candidate when you should have scheduled a video call, and you could be wasting time playing recruiting ping pong, or they could misread your tone of voice. Calling a candidate when your kids are home from school when you should have chosen live text, and you might risk losing a qualified candidate if they think you’re unorganized.

Swiss Cheese Model of Recruiting communications

The trick is to use the Swiss Cheese Model: utilizing multiple sources of communication in hopes of catching candidates through one of many, but using the correct one at different steps in the talent acquisition process.

LIVE TEXT is an easy option for setting up your first appointment with a candidate. It’s a simple and friendly way of getting in contact to pitch your new opening without the pressure of making a good first visual impression. It allows you to send a traditional message, especially if there is potential for other distractions in the office or while you’re working remotely. These could also be used for quick clarifying questions or updates later in the hiring lifecycle.

Schedule a PHONE CALL if you have already pushed the candidate through the first touch: connecting and messaging to pitch your company and perhaps ask some disqualifying questions. A phone call is a great way to schedule time on your calendar to get to know the candidate and their skills, even if you’re unsure you will be by your computer.

LIVE VOICE CALLS should be scheduled if you are intending to conduct a phone screen to ask technical skills and questions on soft skills as you are working in and out of your recruiting resources. Traditional technologies like a phone call have now migrated to online sources or cloud applications. With live voice technologies, you can make your daily recruiting calls over the internet and profit from the newer features that your telly might not be able offer.

After you have candidates that have passed the live texts, voice chats or phone call rounds, it’s now time to get to know the candidate through a VIDEO CALL. Scheduling video calls is best as the candidate is nearing the end of the talent acquisition lifecycle: when you as an employer and them as a candidate are all fully invested in the open position. Video calls take time, planning and preparation, and can also serve as a useful tool if you are conducting technical assessments.

Speaking with candidates at an IN-PERSON MEETING can feel best, because other communication methods are simulating face-to-face interactions. When it is safe for in-person interviews again, these should be scheduled when you are close to closing the deal with your potential candidate, need to negotiate salaries or benefits further, or would like to introduce the candidate to someone else on the hiring team.

Introducing ClearanceJobs Meetings, your new office hours manager at Thanks to Meetings, we have a variety of choices for connecting with candidates on the ClearanceJobs marketplace.


Related News

Katie Keller is a marketing fanatic that enjoys anything digital, communications, promotions & events. She has 8+ years in the DoD supporting multiple contractors with recruitment strategy, staffing augmentation, marketing, & communications. Favorite type of beer: IPA. Fave hike: the Grouse Grind, Vancouver, BC. Fave social platform: ClearanceJobs! 🇺🇸