How do you keep your talent pipeline warm and engaged during and after the hiring process?

Offene und transparente Kommunikation ist das A und O, um eine Talent-Pipeline engagiert zu halten. Es geht darum, Kandidaten nicht nur als ?potenzielle Mitarbeiter“ zu sehen, sondern als Menschen, die gerade in einer unsicheren Situation sind. Ein wertsch?tzender Umgang ist hier entscheidend. Ich versetze mich dabei immer in ihre Lage: Ich m?chte informiert und wertgesch?tzt werden, ohne gro?es Taktieren. Regelm??ige Updates über den Bewerbungsprozess und klare Kommunikation zu n?chsten Schritten vermitteln den Kandidaten ein Gefühl von Sicherheit und Verl?sslichkeit. So schafft man eine langfristige, vertrauensvolle Beziehung.

Keep in touch with all positive good candidates you've interviewed with periodic updates. Get Marketing to include them in Newsletters, industry insights Its all about keeping potential candidates feeling connected. Connect on LinkedIn and they're bound to come across your company culture and achievements reminding them of reasons to work with you.

Keeping your talent pipeline warm involves maintaining communication and engagement with candidates, even beyond the hiring process. During the hiring process, provide regular updates, feedback, and personalized communication to keep candidates informed and interested. Post-hiring, continue nurturing relationships through periodic check-ins, sharing company updates or relevant industry insights, and inviting them to events or webinars. Encourage networking and interaction with your company's talent community or social media groups. By consistently staying in touch and offering value, you keep the pipeline engaged and cultivate a positive impression, ensuring they remain interested in future opportunities.

Set a clear plan for communication, map the different stages of the candidate's experience/ journey, and create a plan for how and what you will communicate at each stage; you can also create templates and drafts for communication for the team use. If possible, create an automation plan for communication that will include regular updates.

It’s not a one sized fits all approach. Once they’re at point of final stages, offer or that dangerous time between offer accept and start, you should know them well enough to ask “how warm do you want us to keep you”. From inviting them to socials, or critical strategy meetings, or if you know they’re delivering their final outputs for the org they’re departing and you should leave them be. Ask them Respect their wishes Make sure they still hear about crucial news

To keep your candidates warm and engaged, I would suggest enrolling them into automated workflows - a predefined sequence of tasks, actions, or processes that are triggered and executed automatically based on predefined conditions or triggers. By doing so, each of your candidates will receive a specific and tailored content in the right place (touchpoint) and time.

It is suggested that you explore your CRM to identify opportunities for personalisation based on different profile fields such as name, past company and main skills. You can incorporate these fields in the message you send through automation. Some CRMs also provide the option to tag candidates based on their interests or skills, which can help you create messages that are tailored to a specific community.

Theme your content and allow them to subscribe or state their preference. I can be joining the HR team, interested in Marketing and Comms updates, hear about LGBT employee initiatives, and keep up to date with benefits from pet care through to private health. Find a way to show you see them as a person rather than a function or role level.

Don't SPAM! be mindful of spamming when sending emails to your community regarding your hiring needs. Repeated emails without any additional information may result in candidates unsubscribing from your mailing list. Prioritize quality over quantity by crafting messages that provide insights into your company culture or promote industry knowledge.

I suggest pairing candidates with an employee mentor for casual conversations throughout the hiring process. This provides candidates with an honest, inside look at the company and gives them a comfortable space to ask questions they might hesitate to ask in formal interviews. Additionally, the support from a mentor demonstrates the company's genuine interest in their success, increasing the likelihood that they will accept an offer.

I love asking Day 1-er’s for content. The excitement, the fears, the understanding of what lays ahead. Not only does it help a new colleague articulate what they need from their new team and employer, but it’s also a great audit trail on the quality of the recruitment process.

Engaging with your talent community through the sharing of stories related to your culture, career progression and success can be an incredibly effective way to promote your employer brand. You can also offer insights into your company culture by sharing details about company events and celebrations, as well as information about your ERGs and their activities throughout the year.

The key here I believe is communication. And doing it constantly. Invite them to follow your activity as an employer, communicate your projects to showcase your organizational culture and use platforms where you expect to find your talents. Be active on social media, on your career website, via newsletters or chat groups. In this way, they get a clearer view on how the work environment is and they also feel valued.

It is important to keep in mind that candidates want to be kept informed throughout the hiring process. Over-communication is better than under-communication. Job search can be a stressful experience, and leaving a candidate waiting for a long time ( Or ghosting them...) can add to their stress. To avoid this, it is recommended to set up regular updates in your system and agree on timelines with hiring managers for feedback and decision-making. If the process is on hold or if more time is needed to evaluate other candidates, it is important to communicate this to the candidate as well and not leave them "in the air".

In the current market, I've been overwhelmed with applicants for some positions and it's taking a little longer than I'd like to review all applications. I created another touchpoint in the process so a week after a candidate applied to a role they were sent an email with a simple update of where we're at, how long we expect it to take to review their profile and thanking them again for their interest.

Maintaining a candidate pipeline is essential for an efficient hiring process. However, bombarding candidates with excessive communication, like emails and calls, can be overwhelming. Instead, focus on quality interactions. Check in periodically to see how they're doing and if they're open to new opportunities. Share relevant job updates and encourage them to provide feedback on their hiring experience. Additionally, consider sharing industry-related articles or inviting them to networking events to keep them engaged and informed.