Get Engaged! How to Keep Your Candidate Pool Happy

When it comes to recruiting, especially at the corporate level, emphasis has shifted from focusing on a role to the company pipeline.  This means, instead of waiting for a role to open to start your recruiting/sourcing process from scratch, you dip into an existing pool of candidates who are already interested in your company and waiting for your call.  These are people you have spoken to and built a relationship with before they’ve entered your ATS. 

So then what?  You have all these great people sitting there waiting… and waiting… and waiting.  Here are some tips to keep your candidate pool happy without losing them.


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1. When the Hiring/Interview Process is Slow

According to Glassdoor, since 2010 the amount of time it takes for a candidate to make it through an interview process has increased by 10 days and is now 22.5 days.  Which shouldn’t be surprising; companies are employing 3rd party resources to help with the screening process.  Personality tests, coding assessments, background checks, and mock product design tests are becoming incredibly common. 

I’m sure a lot of recruiters are hesitant or wary of reaching out to candidates too often – especially without feedback – but it is still the best way to keep your candidate "warm."  During these check-ins, also make sure you know their status with other roles and companies!  If they’re really that great, they are definitely talking to other people.




2. You Have GREAT Responses to Your Job Postings and Outreach. Now What?

Your interview process and organization is super important once the candidates start to roll in.  Make sure you have a system or process in place to help get through those initial screens.  Great, high-level candidates are not going to want to jump through hoops in the first or second round of the process.  They will have enough interest from other companies that they’ll just bail. 

Another key, which can be a mix of slow process and job applications, is repetition.  It’s very frustrating as a candidate to have the same interview questions for 3 rounds in a row.  Communication with the hiring team in creating a game plan will help with this part.  Different interviewers should cover different parts of the role or business, so the candidate is more likely to stay enthusiastic and engaged.



3. Proactively Recruiting for Talent, Not a Role

The ability to recognize great talent and skills that may not fit the role you’re working on, but are too good to pass up, is a key to great hiring practices.  But sometimes you’re not that lucky and there needs to be a talent pool or pipeline to fall back on.  There are new ATS systems popping up often and all of them do more than just store your candidates and job postings.  They can provide you with a means to proactively engage future candidates. 

If your company has the money, you can provide your own marketing campaigns directed at candidates only.  They can provide company updates, news releases, new jobs, or holiday cards.  If you’re not able to provide that extra kick, keeping candidates labeled and organized within the ATS will help you stay on track.



Read these resources to strengthen your recruiting pipeline: