4 Strategies for Building Long-Term Relationships With Candidates for Future Roles
In the competitive landscape of talent acquisition, building lasting relationships with candidates is essential. This article features insights from a CEO and Founder who share their strategies for nurturing these connections. The first insight discusses finding common ground beyond work, while the last emphasizes providing constructive feedback and resources. Discover all four expert insights that can transform your approach to candidate relationships.
- Find Common Ground Beyond Work
- Maintain Value-Driven Communication
- Be Honest and Transparent
- Provide Constructive Feedback and Resources
Find Common Ground Beyond Work
Making a long-term connection is all about finding common ground. If you're unable to fit a candidate to your current career openings, it's even more important to discover a topic you're both interested in. This need not be work-related; in fact, it's better if it isn't. Work is the default, and if you stay on this topic alone, they'll move on when it's clear that you're not able to place them right away.
Focus your strategy instead on things like hobbies. Sports is a great one, but don't limit yourself. Pop culture, music, and even more arcane topics like rock-collecting are valuable because they'll set you apart from other recruiters embracing a similar technique.
Once you've established a connection based around a theme, use it to check in every so often. But be sure to remain genuine. Don't force it. It should feel like a friendship above all else. Use varying mediums to reach out, not just email. A quick post on a candidate's social media page, for example, feels natural and casual.
Maintain Value-Driven Communication
Building long-term relationships with candidates, even if they are not the right fit at the moment, is crucial. One key strategy I use is maintaining consistent, value-driven communication. Rather than just reaching out when there is a job opening, I stay in touch by sharing relevant industry insights, tips, or opportunities for growth. This keeps the relationship active and shows I am genuinely invested in their long-term success. By focusing on what is beneficial to them, not just the business, I create a strong foundation for future potential. When the right opportunity arises, these candidates already trust and know you, which makes the transition seamless.
Be Honest and Transparent
When it comes to building long-term relationships with candidates, honesty is key. In fact, at Perpetual Talent Solutions, we pride ourselves on telling the hard truths immediately. So many other recruiting firms think that flattery and hand-holding are a better strategy, but that's underestimating candidates' savviness.
Top talent knows that their skills are both impressive and niche. They're OK waiting for the right offer to come along, but bristle at recruiters who promise the moon and don't deliver.
Sometimes the right role takes months to arrive. I'm not going to send them a bunch of misfit postings in the meantime; rather, I'll take that time to be upfront about what's on the line, what might open up in the future, and what's truly happening in the market. This includes briefs on jobs I didn't send, as well as updates on their competitors.
This transparency is key to maintaining a strong relationship with candidates long-term.
Provide Constructive Feedback and Resources
Maintaining relationships with candidates who weren't selected but possess strong skill sets is essential for building a talent pipeline and enhancing your employer brand. Here's what I practice:
* Provide timely and constructive feedback: Clearly explain why the candidate wasn't selected, highlighting their strengths and offering positive feedback. Express your interest in staying connected for future roles that match their skills.
* Offer career-development resources: Share information about relevant training or skills-development opportunities to support their growth.
* Utilize talent pools: Add candidates to designated talent pools, tagging their skills and experience for easy access when new opportunities arise.
* Stay engaged through social media: Celebrate their achievements, invite them to relevant groups, and introduce them to your network to help them expand their connections.
* Check in periodically: Schedule occasional virtual chats and continue sharing opportunities, whether within your company or elsewhere, that align with their qualifications.
* Foster a positive candidate experience: At every stage, treat candidates with respect, maintain transparency, and have honest conversations about potential future opportunities, making the process as positive as possible.