Here's how you can maintain connections with past candidates for future opportunities.

Build and Update a Candidate Database: Maintain a comprehensive database of past candidates, including their contact details, skill sets, and job preferences. Use an ATS to keep this information organized and updated. Regular Communication: Keep in touch with past candidates via periodic emails, newsletters, or social media updates. Share relevant job opportunities, industry news, and professional development content. Personalized messages and occasional check-ins help maintain a warm relationship and keep you top-of-mind for future opportunities. Social Media/Networking: Connect with past candidates on professional networking sites like LinkedIn. Engage with their posts, endorse their skills, and participate in relevant groups.

To maintain connections with past candidates for future opportunities, regularly engage with them through personalized follow-up emails, LinkedIn messages, and periodic updates about relevant job openings. Share valuable content, such as industry insights and career tips, to keep them interested and engaged. Use a CRM or applicant tracking system to track interactions and set reminders for regular check-ins. Building and nurturing these relationships ensures a warm pool of candidates ready for future roles.

It is difficult to stay engaged with past candidates in India, given the sheer volume. However, one can certainly stay connected with senior / key candidates through social media channels like LinkedIn, sending company updates and informing them of relevant job openings. Maintain a database of all candidates you have interacted with. These candidates are also likely to refer their friends for roles (if they have had a positive experience).

- Staying InTouch with past candidates can be good talent pool for future requisition. - We can sent them emails, occasional messages or acknowledged their birthday's or anniversaries by wishing them.

Social media is great for keeping in touch with past candidates. Ask them to follow your company's profiles and interact with your posts by liking, commenting, or sharing. This helps you stay updated on their careers and keeps your company in their minds. Using social media this way keeps the connection friendly and regular without being pushy. It’s an easy and effective way to maintain relationships that might lead to future opportunities.

We can all agree that social media is very powerful at this stage! I use LinkedIn particularly as I believe it's the best platform for recruiters and job seekers, to follow up on other candidates/employees, keep in touch with recruiters, internal hr managers etc. And also following companies that are of interest for when job opportunities arise. I follow and connect with candidates and engage with their posts. It is critical to maintain a positive relationship.

LinkedIn and other social media platforms play a massive role in how hiring practices have transformed. While previous candidates might not immediately see a job listing, they will likely see social media content around your organization hiring. Social recruiting is a powerful way to invite them to open house events, continue messaging and keep looking for organization opportunities to send them. If your organization compiles a shortlist of previously interviewed top candidates, reach out to those people when qualified opportunities become available. Creating a database can save recruiting time and give previous candidates a second chance. Reaching out to prior applicants personally via email or LinkedIn will be received positively.

No doubt technology is a great enabler for recruiters to stay connected with the talent. However one on one interactions will always stays on top of the list. Over the last two decades I have made it a habit of saving phone numbers of candidates who I know are above average and I see a potential in them to do bigger roles. I have often saved their numbers with names and skill set. I engage with them on various occasions e.g. seek referral, keep track of their career movements and congratulate them on promotions or career movements.

Meeting people in person is a game changer, for that there is no doubt. But, choose your networking events wisely as some can be a little hit and miss as you never quite know who will be there. That said, you also never know who these people may know, so if you do attend an event where the immediate audience isnt quite aligned, its worth asking people who else they know and look for referrals

Newsletters with updates regarding open positions, state of the industry, market updates, etc. are a great way to foster an engaged candidate pool.

Sending out a regular newsletter to past candidates is a brilliant strategy to maintain engagement with your brand. It keeps them updated on company developments and job openings while offering valuable industry insights and career tips. By tailoring content to their career growth, you enhance relevance and foster a lasting connection with your audience.

This is a great way to keep in touch with people you have build great relationships with. Remember a resignation does not mean the individual is now the company's enemy. We all have expectations, be it salary or designation or responsibilities. Changing roles makes it possible hence it is important not to burn bridges when parting ways. This connection and mutual admiration helps build a network of great individuals that make you stand out in the industry.

Creating an alumni group for former applicants and employees is a powerful way to build a lasting sense of community. Sharing opportunities, industry insights, and company news within this network not only keeps members informed but also enhances their professional connections. By nurturing this exclusive group, you position yourself as a key connector and leader in your industry.

You can build lasting relationships that benefit both parties in the long term. Regularly check in with past candidates through personalized emails or calls. Ask about their career goals, offer advice, or share relevant resources. Showing genuine interest in their success makes a strong connection. Keep them informed about new job openings that align with their skills and experience. Personalize your messages to highlight why you think they would be a good fit for the role.

No automated follow-ups, please! With past candidates, you already have a relationship. So, automation has no place here. When checking in, take a moment to remember what you know about this person and what you can ask them. Chances are, you have some personal details you can refer to. It's about *caring* and not *ticking off* tasks.

- Stay InTouch with pervious candidates, which you think will be good fit for future requisitions. - Ask them to follow companies website, Instagram, LinkedIn pages so that they can get notification on new jobs or news. - This will help for recruiter as well as for candidate.

-Starting from scratch for every vacancy is exhausting for any recruiter. Some candidates deserve second or third chances. Many applicants find it painful to be rejected. That’s all the more reason to make sure your communication is genuine, that you give useful and honest feedback, and that you thank candidates sincerely for their time. -At the conclusion, urge applicants to sign up for newsletters or to follow the business on all social media platforms in order to be updated on future openings. Maintaining the relationship opens up opportunities for future work.