So you are hiring for a position.  You’ve interviewed 5-6 candidates in the final interview process and made an offer to the best candidate.  And the best part, they accepted.

 

So the recruitment marketing campaign is over and was a smashing success, right?  Yes and no.

 

You recruited and hired the candidate you wanted (which is a success in itself), however, the question is what happened to the other 4-5 top candidates you interviewed?

 

You’ve spent considerable time and energy to determine if these candidates are good fits at your company and the position in question.  Now that you have this data, it’s time to use it for future job positions.  No matter if you use your ATS, a Recruiting CRM or a simple database, it’s important to keep these candidates within your Talent Network to help you fill future positions.

 

The question is how do you keep these candidates warm for your next opening at your company?  Here’s a few ways you might be able to do it:

 

Monthly Email Campaigns: Once a month, set up a time / remind to send a reminder email of job positions that fit a top candidates discipline.

 

Recruiting Phones Calls: Have an open position that fits a few top candidates discipline.  Have a recruiter contact these top candidates as the first step in the recruiting process.

 

LinkedIn: Have your recruiters add top candidates to their LinkedIn network.  This will enable them to quickly contact these candidates and keep them up to date with their career experience.  This will also enable candidates to contact and engage with recruiters.

 

SMS updates: Build pipelines that enable top candidates to receive instant SMS messages that send them updates by their discipline.  Use mobile recruiting to form a Marketing, Sales, Engineering, etc. pipeline and send instant updates whenever you have a new job opening in the discipline.

 

Just because you have a new job position to fill, doesn’t mean you have to find all new candidates and start the recruitment marketing process over.  You’ve interviewed and identified good candidates, the question is are you keeping in touch with the ones that don’t ultimately get the position.

 

Originally posted on the SmashFly Recruitment Marketing Blog.


About the Author: Chris is the Marketing Analyst for SmashFly Technologies, the creators of the first Recruitment Marketing Platform which enables companies to easily distribute and most importantly measure the performance of their job ads. The platform also provides Recruitment CRM, Mobile Recruiting, Resume Sourcing, Web Commercials and Social Recruiting functions

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