We’re celebrating candidate appreciation month. Why a special month to recognize the more than 700,000 security cleared candidates who trust ClearanceJobs with their career profiles? Because as every employer worth his or her salt knows, it’s not just enough to build a great pipeline of candidates, you have to keep those candidate engaged – and appreciated – if you want that pipeline to pay off.
Some employers falsely think that once they’ve built their talent pipeline, the work is done. But even more important than identifying top talent is fostering relationships with that talent. It’s those relationships that will lead to great hires. Here are five ways to keep your pipeline engaged and show your appreciation.
1. Share industry news.
This is one of the easiest ways to keep your talent pipeline engaged. If you find really interesting news – maybe something the candidate hasn’t already seen widely shared online – this is a great way to show a candidate appreciation. Bonus points if you find a news item that relates directly back to the candidate’s occupation, current place of employment or city. Curating news may seem like a simple thing, but given the dearth of information out there, sifting through the junk to find something really valuable really is difficult – and appreciated.
2. Give them a few resume tips.
A candidate is likely in your pipeline because they’re passive. You may think passive candidates are uninterested in career advice, but all career-minded professionals benefit from your expertise. If you notice something in a candidate’s profile or resume that you think they could tweak, let them know. This particularly applies to formatting of resumes. Candidates know if you’re providing resume tips you’re helping make them more attractive to other employers. That kind of selfless feedback is a great way to set yourself apart.
3. Invite them to an industry event.
Recruiters may assume every candidate has access to their rolodex of industry events, but most candidates are at a complete loss as to what events are worth attending. If you know the hot spots, pass that information on to your pipeline. It gives you an opportunity to meet the candidate in person under a no-pressure setting.
4. Send a personalized message.
Candidates can absolutely tell when they’re receiving a message that has been copied and pasted and sent to dozens of others. Personalization is hands-down the best way to show a candidate you care and appreciate them individually.Just sending a personalized note is great, but if you can include details from prior correspondence or notes you’ve taken and saved with their career profile, that’s even better. And rather than only reaching out to your pipeline when you have an opportunity, occasionally check in with your most coveted passive candidates ‘just because.’
5. Ask them to join the team.
Whether it’s referral programs or the company softball teams, there may be ways to keep your talent pipeline involved with your company ‘team’ even before they make the decision to take your job. A candidate may rightly wonder what’s in it for them, but in the case of company teams and events there may be great networking or educational opportunities you can introduce them to (along with a little fun). When it comes to referral programs, the benefits are clear – cold, hard cash.
