{"id":12908,"date":"2024-09-04T09:57:31","date_gmt":"2024-09-04T07:57:31","guid":{"rendered":"https:\/\/www.indigroup.lt\/?post_type=info-kandidatams&p=12908"},"modified":"2025-09-15T12:11:20","modified_gmt":"2025-09-15T10:11:20","slug":"recruitment-and-candidate-motivation-how-to-manage-it-during-recruitment","status":"publish","type":"info-kandidatams","link":"https:\/\/www.indigroup.lt\/en\/info-kandidatams\/recruitment-and-candidate-motivation-how-to-manage-it-during-recruitment\/","title":{"rendered":"Recruitment and candidate motivation – how to manage it during recruitment?"},"content":{"rendered":"

A recruitment project can take more than a month, but there are others that take several months. In such cases, both the employer and the recruiter face a crucial challenge in managing the candidate’s motivation. A candidate who has been involved in a recruitment project for more than a month, for example, may receive other offers during that time, a change in salary in his\/her current job, the promise of new career opportunities, etc.<\/p>\n

Candidate motivation in recruitment – the role of the recruitment agency<\/h2>\n

The recruitment firm is the first point of contact with the selected candidate, so it is up to the recruitment agency<\/a> to initially motivate the candidate to participate in the recruitment process. Of course, a candidate’s initial motivation can change substantially when the recruitment process takes a month. For this reason, it is the responsibility of the recruiter to manage the motivation of the candidates they select throughout the recruitment process. There are 3 ways of managing motivation:<\/p>\n

1.Communicating the recruitment process and stages<\/strong><\/h4>\n

The candidate involved in the recruitment process cannot properly assess where they are in the recruitment process. In order for the candidate to feel clearly aware of the stages of the recruitment process, he\/she must be informed of them by the recruiter. If the stages of the recruitment process change or if a stage is postponed, the candidate must be informed in advance and the reasons for this explained. In this way, both the recruiter can identify how the candidate’s motivation changes at each stage of the recruitment process and the candidate feels part of the process and is well informed about his\/her status in the recruitment.<\/p>\n

2.Inform the candidate of the preliminary assessment after each interview<\/strong><\/h4>\n

After several interviews with the hiring manager, but with several more interviews to go, you want to know the preliminary results. At this stage of the recruitment process, the recruiter must hear the employer’s preliminary assessment of the candidate. After coordinating the communication with the employer, the recruiter must provide the candidate with a preliminary assessment so that he\/she feels that he\/she is moving forward in the recruitment process and can identify his\/her progress. This information usually significantly increases the candidate’s engagement and, at the same time, his\/her motivation to continue in the recruitment process.<\/p>\n

3.Informing the candidate of the expected decision date in the recruitment project<\/strong><\/h4>\n

Not having a final decision date may make the candidate less motivated to participate in the recruitment process. The uncertainty factor comes into play here and the motivation to wait for the results to be disclosed is only reduced if the date of disclosure is unknown. Even if the decision on the final suitable candidate in the recruitment process does not have a clear deadline, the recruiter must inform the candidate of the expected deadline and, in the event of a change in the deadline, explain the reason for the change and indicate the new date. In this case, it is better for the candidate to wait longer but be informed than to wait shorter but not be informed of the recruitment deadlines.<\/p>\n

The role of the employer<\/h2>\n

The role of the employer in managing candidate motivation in a recruitment project is subtle. This is because the employer must not prematurely show the candidate the motivation to choose the job, but at the same time the candidate must feel that he\/she is moving in the right direction in the recruitment process. It is important for the employer to show individual interest in candidates in the recruitment process, i.e. to give them time and attention and allow them to bring out their best qualities.<\/p>\n

The employer must also allow candidates to ask questions during the recruitment process and give them the opportunity to be an important part of the recruitment process. In this way, the candidate is motivated because not only is he or she taking part in the recruitment process and being assessed, but he or she is also given the opportunity to assess and debate with the employer itself. The employer must keep track of changes in candidates’ motivation during the recruitment process and choose ways to motivate candidates whose motivation is declining for obvious reasons.<\/p>\n

You might be interested in:\u00a0headhunting<\/a>,\u00a0ceo executive search<\/a>.<\/p>\n","protected":false},"featured_media":12907,"template":"","acf":[],"yoast_head":"\nRecruitment and candidate motivation - how to manage it during recruitment? - Indigroup<\/title>\n<meta name=\"description\" content=\"How to effectively manage candidate motivation during personnel selection. 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