7 Effective Ways to Appreciate Applicants in Talent Acquisition

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When it comes to talent acquisition, it's easy for HR departments to get caught up in finding the right candidate for the job. However, it's important to remember that the recruitment process involves more than just identifying the right skill sets and experience. Every candidate who applies for a job deserves to be appreciated for taking the time to do so, regardless of whether they are ultimately hired or not. In this article, we will explore why appreciating all applicants during the recruiting process is crucial to successful talent acquisition and how it can help organizations build a positive employer brand, create a positive candidate experience, and ultimately attract and retain top talent.

What is talent acquisition?

Talent acquisition refers to the process of identifying, attracting, and hiring skilled individuals to fill job vacancies within an organization. It is a strategic and ongoing process that involves various stages, such as workforce planning, sourcing and screening candidates, interviewing, selecting and hiring the most qualified candidates.

Talent acquisition involves identifying the organization's staffing needs, defining job requirements, creating job descriptions, posting job openings, and screening applications to find the most suitable candidates. It is a critical process that ensures organizations can attract and hire the right person who has the skills, knowledge, and experience required to achieve business objectives and drive success.

What are the steps in the talent acquisition process?

The talent acquisition process involves several steps, which can vary depending on the organization's needs and goals. However, hiring managers and talent acquisition specialists often follow the steps below to fill open positions.

Workforce Planning

This involves identifying the organization's staffing needs, including the number and types of roles that need to be filled, and developing a strategy to attract the right candidates.

Sourcing Candidates

This involves finding potential candidates for the job, which can be done through various channels, such as job boards, social media, employee referrals, and recruitment agencies.

Screening Candidates

This involves reviewing CV's, cover letters, and job applications to identify the most suitable candidates for the role. The screening process may also include conducting phone screenings and skills assessments.

Interviewing Candidates

This involves inviting shortlisted candidates for an interview to assess their skills, experience, and suitability for the role. This step may also involve conducting multiple rounds of interviews, including behavioural interviews and panel interviews.

Selecting Candidates

This involves selecting the best candidate for the role based on factors such as skills, experience, potential for growth and whether the candidate's fit into your culture. The selection process may also involve conducting background checks and checking references.


This involves welcoming the new hire to the organization and providing them with the necessary tools and training to succeed in their new role. This step may also involve setting goals and expectations, establishing performance metrics, and providing ongoing feedback and support.

How do you create a talent acquisition strategy?

Talent acquisition takes a forward thinking strategic approach by human resources, especially when recruiting for leadership roles and tougher positions. Finding the top candidates is one challenge, but building relationships can be an integral part in finding new employees who can fit your culture, get the big picture of what the company is trying to achieve and maybe even become future executives.

Assess your current talent needs

Your talent acquisition team should start by analyzing your organization's current and future talent needs, including identifying the key roles, skills, and competencies that are essential for achieving business objectives.

Define your employer brand

Develop a clear and compelling employer brand that defines your organization's values, company culture, and unique selling points, and communicates this to potential candidates.

Develop a sourcing strategy

Identify the best sources for finding top talent, such as employee referrals, social media, job boards, recruitment agencies, and job fairs.

Create job descriptions

Develop job descriptions that accurately reflect each role's required skills, experience, and competencies, and ensure they are consistent with your employer brand.

Use data and analytics

Use data and analytics to measure the effectiveness of your talent acquisition strategy, including metrics such as time to fill, cost per hire, and quality of hire.

Leverage technology

Leverage technology such as applicant tracking systems, candidate relationship management tools, and video interviewing platforms to automate and streamline the recruitment process.

Provide an exceptional candidate experience

Ensure that the candidate experience is positive and engaging, from initial contact to final offer, by providing regular updates, feedback, and a transparent recruitment process.

Develop a retention strategy

Develop a retention strategy to ensure that your organization can retain top talent by offering opportunities for career development, training, and recognition.

Overall, creating an effective talent acquisition strategy requires a data-driven approach that is aligned with the organization's business objectives and company culture and involves investing in the right technology, processes, and people to attract and retain top talent.

7 Effective Ways to Appreciate Applicants in Talent Acquisition

1. Prompt and Personalised Communication

Timely and personalised communication is key to showing appreciation to applicants. Acknowledge every application promptly, even if it's an automated response, to let candidates know their effort is valued. For candidates who make it to the interview stage, provide specific feedback to demonstrate that their application was carefully reviewed and considered. Personalise emails and messages whenever possible to make applicants feel seen and respected.

2. Transparent Recruitment Process

Transparency is vital in talent acquisition. Set clear expectations about the recruitment process and communicate them to all applicants. Provide regular updates on the status of their application, especially if there are delays or changes. Being transparent fosters trust and shows that you value applicants' time and effort.

3. Constructive Feedback

Even if applicants are not selected for a position, offering constructive feedback is an excellent way to show appreciation. Share specific insights on their strengths and areas for improvement. Constructive feedback helps applicants understand where they stand and encourages them to enhance their skills and qualifications for future opportunities.

4. Recognition of Unique Skills

Appreciate the unique skills and experiences that applicants bring to the table. When reviewing applications, take note of standout achievements or skills that align with your organization's values or job requirements. Address these strengths during interviews or mention them in personalised feedback. Recognising their unique qualities demonstrates that you value their individuality and contributions.

5. Thank You Notes and Follow-ups

Sending personalised thank you notes or emails after each stage of the recruitment process is a simple yet impactful gesture. Express your gratitude for their interest, time, and effort. Use this opportunity to reinforce positive aspects of their application or interview performance. Additionally, follow up with candidates who were not selected for a position to thank them for their application and encourage them to consider future opportunities within your organization.

6. Networking Opportunities

Offer networking opportunities to applicants, regardless of the outcome. Connect them with relevant professionals within your organization or industry. This gesture shows that you appreciate their potential and are willing to support their career growth. Networking can provide valuable connections and insights that may benefit them in their job search or professional development.

7. Continuous Improvement through Feedback Surveys

To enhance your talent acquisition process, collect feedback from applicants through surveys. Inquire about their experience, the clarity of the process, and any suggestions for improvement. Act upon the feedback received, and where possible, communicate changes made based on their input. This not only shows appreciation but also demonstrates your commitment to improving the candidate experience.


Appreciating applicants in talent acquisition is essential for building a positive employer brand and nurturing a healthy talent pool. By implementing these seven effective strategies - prompt and personalised communication, transparency, constructive feedback, recognition of unique skills, thank you notes and follow-ups, networking opportunities, and feedback surveys - you can show your appreciation for candidates' efforts and leave a lasting positive impression. Remember, every applicant is a potential future advocate for your organization, even if they are not selected for the current role.

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