Four Ways for Employers To Peak Interest With Job Candidates

By: — Tahjia Chapman is a writer for CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.
Job candidates’ interests are hard to peak in today’s information-driven society. Candidates are more informed about the job market. Now, companies must adapt to the ever changing demands of students if they want to develop rapport with prospects. Your company must interact with prospects in order to know if they will listen to you. In this article, we will review four proven methods of peaking candidate interests through a series of engagements.
Send personal letters to introduce yourself and company.
Personal letters will introduce the student to who you are, what you offer, and why you want to speak with them. You want the candidate to feel important and wanted by your company. Keep the letters short, but informative of career opportunities your company offers promising students. Throughout your letter, add action statements to generate responses from candidates interested in learning more. The letter should offer some kind of invitation to a company event that will convince the student to come.
Invite prospects to participate in community events sponsored by your company.
Invite candidates to attend events to network with current associates. This is the first step into building rapport with future interns or job candidates. If possible, allow students to help with the event if they want to act as reps of your company. This is a perfect opportunity to learn more about the students in a social environment. Talk with the students during the event to create a seed of interest in the next step of developing loyalty – invitation to a company webinar.
Allow prospects to interact with company representatives in real-time, online conferences.
Use live online chat sessions and webinars to collect data from prospective students. The webinars could be a Q & A between students and current employees of your company. Ask talented employees to join the conferences to answer candidate’s questions about the company perks. At this time, recruiters can use the information to build better relationships with prospective students by addressing their needs and wants in a career. After the webinar, present a short survey to each candidate to gather important data to enhance your company’s recruiting efforts.
Connect with candidates through email and company newsletters.
Students who subscribe to company newsletters are active in their job seeking efforts. Your company can use this advantage to inform prospects of new developments and how it will create future employment opportunities. If your recruiters connect with candidates through email, read Paula Santonocito’s netiquette standards. Her article addresses the overlooked aspects of connecting to candidates through email. By utilizing these netiquette methods, your company will be closer to peaking a candidate’s interests even more.
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Originally posted by lisa colbert