Add value to a hiring strategy and reconsider past candidates

Do you remember reading that job application two months ago, the one with the impressive work experience? Chances are you don’t. You deal with hundreds of applications on a monthly basis, so to reconsider past candidates who were previously unsuccessful just isn’t feasible.

Often past candidates are overlooked and hiring teams seek to source new talent, rather than attempt to reconnect with past candidates.

But instead of ignoring past applicants, what can employers do to really maximise and make use of this ‘leftover’ candidate data?

 

The solution

Reconsider past candidates. When dealing with high volumes of job applications, it can be difficult to manage and make use of candidate data manually. They’ve been promised they’ll be ‘kept on file’ but when a new role arises they are still not treated as a priority.

Hiring technology can help utilise an existing talent database. Allowing you as the hiring professional to dive into the pile of previously unsuccessful applicants and match past candidates with current live job vacancies. Aiming to make literal sense of ‘keep on file’ and turn a nice gesture into something much more worthwhile and beneficial to a business.

 

The importance of favouring past candidates…

 

For the employer:
1. Improved efficiency

When utilising an existing talent database through automated assistance, past applicants can be notified with new job opportunities directly to their mailbox. Subsequently, saving valuable time and resources, which would have otherwise been spent on additional recruitment methods to source new talent.

2. Better match

It’s possible that the reason they were unsuccessful before is because the role wasn’t right for them. So instead, by presenting a new job opportunity to the candidate, that is more suited towards their skills and experience, it can be far more effective than giving up on them completely.

3. Company interest

The candidate has clearly demonstrated their interest in working for the company (hence their first application!). Therefore, increasing the probability of them applying for a second role when presented with the opportunity.

 

 

For the candidate:
4. Improved candidate experience

Candidate experience can suffer once the job seeker doesn’t secure the position. They’re often left disappointed or frustrated things didn’t work out. However, with the potential to be reconsidered for a new role it means new hope for the candidate.

5. A second chance

A new job opportunity can be interpreted by the job seeker as a second chance. The employer still believes in their ability and considers them a worthy candidate to reapply. This recognition can improve the candidate’s overall company perception and encourage them to apply for the proposed new vacancy.

6. Time to improve

Following their past role rejection and depending on the timescale, candidates have the time to improve and build upon their existing skills. To make them overall a much better hire, than if they were taken on board during their first job application.

 

Consider data regulations

With the recently enforced GDPR regulation on data protection and privacy, its paramount employers receive permission to acquire and store candidate details for future job purposes. Gaining the approval from the job seeker can prove they are still interested in looking for a new job and remain favourable to the company as a desirable workplace.

 

Would you reconsider past candidates? Let us know in the comments below or on Twitter @CiiVSOFT

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