Candidate Recruitment Communication Preferences


More potential job candidates are finding work through recruitment agencies in 2016 than ever. The recruitment industry has blossomed with 4,083 new agencies appearing across the nation in 2014. The figures for 2015 are expected to exceed that. The increase in demand calls for constant reviews of recruitment best practice. By reviewing how recruiters can best serve their candidates, we can continue to improve the recruitment industry. Recruitment relies on strong communication between the three parties; the candidate, the recruiter and the employer. It is essential that we find ways to improve communication. A recent survey by recruitment agency Laudale has investigated how candidates prefer to be contacted by recruiters.

Candidates selected which methods they wanted to be contacted through by their recruiters. The candidates were given 5 choices; email, phone call, text message, LinkedIn or other methods. The results show a split in preferences. The two most popular preferences for contact were through email and phone calls. Whilst much less popular forms of contact were text messaging and LinkedIn.

A staggering 79.2% of candidates were happy to receive email contact. Most candidates stated that they found email contact to be less intrusive. Candidates preferred the ability to control the communication through emails. It allowed them to reply to recruiters in their own time without the pressure of being rushed. It is the fluidity of sending and receiving emails at their own leisure which attracts most candidates to email contact. A few candidates explained that they are too busy to answer phone calls and instead, emails allow for any missed opportunities can be dealt with accordingly. Most candidates found email the easiest and most convenient form of communication. Technological changes have determined that emails can be answered at all times when the receiver has a moment to spare.

The second most popular choice of contact is by phone. 38.7% of candidates are happy to be contacted by phone. However, the majority of the 38.7% mentioned that are happy to be contacted by email alongside a phone call. Many of the candidates who selected ‘contact by phone’ did so because they are open to multiple forms of contact. They cited finding a job was more important than the method of contact a recruiter used. By selecting an additional method of contact, the candidates assumed their job opportunities could increase as the recruiter could contact them on more than one front. A small minority of candidates preferred phone contact without additional email contact. These candidates suggested that they found phone contact to be more direct and personable.

The secondary methods of communication included through text messaging and LinkedIn requests. The Laudale survey found 19.30% of candidates selected to be contacted through text messages and 19.60% of candidates selected to be contacted through LinkedIn. The majority of these candidates selected these options as a secondary method of communication that could accompany one of the primary forms of contact (i.e an email or a phone call). These candidates explained that being contacted through several channels could improve their chances of connecting with the recruiter and could, therefore, increase their chances of getting a job.

To conclude, candidates prefer a variety of ways in which to be contacted for job positions. Whilst a large majority prefer email contact, there are a sizable amount who would also request phone contact. The study shows that each client is individual and has specific requirements which should be considered in the initial process of contact. By contacting a candidate by their requested methods may help build trust and a stronger relationship between candidate and recruiter.


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