How to re-engage previous candidates for new roles?

1. They've already shown interest in your company. Since they've previously applied or interviewed for a role, they've already demonstrated some level of interest in your company. This is a great starting point for building a relationship with potential hires. These candidates have already shown that they are interested in what your company has to offer, and have taken the time to apply and interview for a position. This is valuable, as it shows that they are proactive and motivated in their job search.

2. They're familiar with your brand. Candidates who have previously interacted with your company have some level of familiarity with your brand. This can make the recruitment process smoother and more efficient, as they already have an understanding of your company culture and values. Familiarity with your brand can also make the candidate more comfortable and confident in the application and interview process, as they have a better idea of what to expect.

3. It can save you time and resources. Re-engaging previous candidates can save you the time and resources it takes to find and vet new candidates. Plus, since they've already been through the application process, you have a good idea of their skills and experience. This can make the decision-making process faster and more efficient, as you have a better understanding of their qualifications and fit for the role.

4. It can improve the candidate experience. Re-engaging previous candidates can also improve the overall candidate experience. By showing that you value their skills and experience, and are willing to consider them for new opportunities, you are building a positive relationship with them. This can lead to a more positive view of your company and brand, and can even lead to referrals and recommendations from the candidates. Additionally, it can help to build a talent pipeline for future roles, as you are continuously engaging with potential hires.

How to Effectively Re-engage Previous Candidates

1. Keep in touch with promising candidates. Just because a candidate wasn't the right fit for one role doesn't mean they won't be a great fit for another. Keep a record of promising candidates and their contact information, and make an effort to stay in touch. This could be through occasional emails or LinkedIn messages, sharing updates about the company or industry, or inviting them to company events. By keeping in touch, you are showing that you value their skills and experience, and are genuinely interested in considering them for future roles. Additionally, it helps to keep your company top of mind for the candidate, so that when a new opportunity arises, they are more likely to consider applying.

2. Personalize your outreach. When reaching out to previous candidates, it's important to personalize your message. Mention specific details about their previous application or interview, and explain why you're reaching out now. This shows that you value their skills and experience, and are genuinely interested in considering them for the new role. Personalization also helps to build a connection with the candidate, as it shows that you have taken the time to consider their qualifications and fit for the role. Additionally, it can help to differentiate your company from others, as it shows that you are willing to put in the effort to build a relationship with potential hires.

3. Highlight what's changed since their last application. If it's been a while since a candidate applied, they may be hesitant to consider a new opportunity if they think nothing has changed. In your outreach, be sure to highlight any updates or changes within the company, such as new products, services, or initiatives. This will help them see that your company is evolving and growing, and that there may be new opportunities that better align with their skills and career goals. Highlighting changes also helps to demonstrate that your company is forward-thinking and dynamic, which can be attractive to candidates.

4. Use an ATS to streamline the process. An ATS like FastHire can be a valuable tool for re-engaging previous candidates. With features like custom application forms, branded career pages, and easy candidate tracking, you can create a seamless and professional experience for candidates. Plus, with voice questions and email templates, you can quickly and easily communicate with candidates, saving you time and effort. An ATS can also help you to keep track of promising candidates, and to easily access their previous applications and interview notes. This can help you to make more informed decisions, and to build a stronger talent pipeline.

Conclusion

Re-engaging previous candidates can be a smart recruitment strategy for startups and small businesses. By keeping in touch with promising candidates, personalizing your outreach, highlighting what's changed since their last application, and using an ATS like FastHire to streamline the process, you can effectively tap into a pool of talent that's already familiar with your brand. Additionally, it can help to improve the candidate experience, and to build a positive relationship with potential hires. Give it a try and see the results for yourself!