How Crucial Are Follow-Ups in Recruitment and Why Do They Matter?

How important are follow-ups in the recruitment process?

What is the importance of follow-up in general? :)

Hello,

Follow-ups basically mean giving a push to whatever you have done the previous day. For example, if you made 10 calls for interviews to the candidates for tomorrow's interview, on the day of the interview, you need to follow up on the calls of those candidates whom you lined up yesterday for today's interview. Follow-ups are very important for two main reasons:

1) They help you judge the turnout ratio of the candidate by your call. If it's not working, then you can immediately change the strategies.
2) It's good to check the employment market of the particular city.

Regards,
HR Manager

Hi Raju,

Follow-ups come into play in recruitment twice: once before the interview and once after the interview but before the prospective employee joins.

Prior to the Interview: When you invite a candidate for an interview, you will follow up on their interest in the job, their attendance confirmation, and their overall interest.

After Selection but Before Joining: This follow-up serves to remind the prospective employee of their joining date, the required documents for onboarding, and to address any queries they may have regarding salary or job profile. The final follow-up call will be made one day before the joining date.

Thank you,
Arun Kumar Sacala
HR
Sobha Developers.

Hi Raju,

Follow-up is a critical element of the entire recruitment process, which is from the time we first establish contact with the candidate until he/she actually comes on board.

During the interview stage, keep in touch with the candidate to gauge his interest and fit within the organization. Also, inquire about his convenience for attending an interview. If there is going to be a delay from your end due to panel unavailability, etc., communicate this to the candidate. It gives him the confidence that you are keenly interested in his candidature.

After the interview, ensure that you inform the candidate about the status of the interview, whether it is positive or negative. Often, due to other pressures, we only contact the selected candidates, neglecting the rejected ones. It is essential to inform rejected candidates as well and, if possible, provide feedback on the reasons for rejection. They will benefit from such information and may also become ambassadors for the organization, referring others without hesitation.

Before the candidate joins, establish contact with him to determine if he was able to resign smoothly or if he is facing any issues. If he is relocating, find out if he needs assistance and support him in any way you can. By building such rapport with the candidate, you can ensure that he looks forward to joining your organization.

I hope this has answered your query at least to some extent. Do let me know.

Regards,
Ranjani