Attracting top talent is the most challenging aspect of modern day hiring. Companies need to not only find the right candidates but also convince them to choose their organisation over the competitors. One way to do this is by creating a strong employer brand and engaging with candidates throughout the recruitment process. In this article, we will discuss nine tips to boost employer branding through candidate engagement best practices.

What is Candidate Engagement?

Candidate Engagement Best Practices

Candidate engagement refers to the process of building and maintaining a relationship with a job seeker throughout the recruitment process. It involves creating a positive experience for the candidate and keeping them informed and engaged throughout the hiring process. The goal of candidate engagement is to create a positive impression of the employer brand, even if the candidate is not ultimately hired. Implement the nine candidate engagement best practices listed in this article to make your hiring more effective.

Also read: Why Onboarding Gamification is the Future of Candidate Engagement

The Importance of Employer Branding

Employer branding refers to the reputation and image of an organisation as an employer. It encompasses the company culture, values, mission, and the overall experience that employees have while working for the company. Having a strong employer brand can help companies attract top talent, increase employee retention, and improve overall business performance.

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9 Candidate Engagement Best Practices to Boost Employer Branding

1: Craft a Compelling Employer Value Proposition

An employer value proposition or EVP, is the set of benefits and rewards that an employer offers to employees in exchange for their skills and expertise. A compelling EVP can help differentiate the company from competitors and attract top talent. When crafting an EVP, consider what sets your company apart and what motivates employees to join and stay with the organisation.

2: Optimise the Career Page

The career page is often the first point of contact between the candidate and the employer. Provide clear and concise overview of the company culture, values, and mission on this page or make it easily accessible from careers page. Also make it easier for candidates to navigate and apply for open roles. It is better to minimise the number of rows and decrease the friction for applicants.

3: Utilise Social Media

Social media is a powerful tool for engaging with candidates and promoting the employer brand. Companies should use social media platforms to share company news, showcase employee accomplishments, and highlight the company culture. Social media can also be used to reach out to passive candidates and build relationships with them.

4: Leverage Employee Advocacy

Employees can be powerful advocates for the company and the employer brand. Encourage employees to share their experiences on social media and review sites like Glassdoor. Employees can also participate in employer branding campaigns and serve as ambassadors at job fairs and recruiting events.

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5: Personalise the Candidate Experience

Candidates expect a personalised experience throughout the recruitment process. This includes personalised communication, customised job recommendations, and tailored interview processes. Companies should use data and analytics to personalise the candidate experience and create a positive impression of the employer brand.

6: Communicate Regularly

Communication is key to building and maintaining a relationship with candidates. Provide regular updates on the status of the application and the recruitment process via call or text notifications. Candidates trust and believe in a brand that proactively communicates with them about their hiring process. 

Also read: 9 Tips for Effective Remote Employee Onboarding

7: Provide Feedback and Transparency

Candidates appreciate feedback on their applications and the recruitment process. Companies should provide timely and constructive feedback, even if the candidate is not ultimately hired. This shows that the company values the candidate’s time and effort and can improve the candidate’s perception of the employer brand. Transparency throughout the recruitment process can also build trust and credibility with candidates.

8: Incorporate Assessments and Pre-employment Tests

In order to find the best fit candidates, incorporate assessments and pre-employment tests into the recruitment process. These tests can be skill assessments, personality tests, and job simulations. Be transparent about the purpose and use of assessments to ensure that they are evaluated with bias. These initiatives will certainly help you improve the overall quality of the hiring process.

9: Offer a Positive Candidate Experience Even if They Don’t Get the Job

How you treat the candidates, especially those that won’t be hired, is a major differentiator when it comes to employer branding. Because of the positive experience they are more likely to advocate and be vocal about the experience and may apply for future positions. Provide timely and courteous responses and feedback on how the candidate can improve their chances in the future.

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Effective candidate engagement is crucial for building a strong employer brand and attracting top talent. Companies should focus on crafting a compelling EVP, optimising the career page, utilising social media, leveraging employee advocacy, personalising the candidate experience, communicating regularly, providing feedback and transparency, incorporating assessments and pre-employment tests, and offering a positive candidate experience even if they don’t get the job.

By following these nine tips, companies can create a positive impression of the employer brand and attract the best-fit candidates for their organisation.

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