Image the situation: you’ve put a number of effort and time into sourcing a terrific candidate just for them to come back in second place on the interview stage.
It may possibly really feel like they’re now not a viable placement and also you’ve bought to begin your candidate search from scratch. However this isn’t the way in which to consider it! There are many methods to capitalise on rejected candidates or higher nonetheless, place them.
Here is learn how to maximise the chance and discover your rejected candidate a brand new function…
Flip the damaging right into a optimistic
It would sound cliché, however I imagine every thing occurs for a purpose: In case your candidate didn’t land the location this time, it wasn’t meant to be.
When you may agree, your candidate will want slightly convincing. Getting rejected is an actual confidence killer, so earlier than you attempt to hurry your candidate into a brand new function, it’s essential to indicate them assist and empathise with the scenario.
Regardless of this, good issues are on the horizon so to maintain up momentum, it’s essential to not allow them to dwell on the rejection for too lengthy – in spite of everything, their future function is ready for them!
Reassure your candidate that you simply’re assured you will discover a great-fitting function for them and that their key abilities and strengths are extremely sought-after proper now. The extra optimistic you might be, the extra confidence your candidate could have in you.
When you’ve got a handful of appropriate roles able to run by them, nice! If not, use industry insights that show how tangible shortly discovering a brand new function for them is correct now.
Work from the suggestions and coach them to success
Irrespective of how good a candidate appears on paper or how a lot interview prep you do, it’s typically not sufficient to get them into the function. However the excellent news is, with each rejection comes a possibility for progress.
Consider the interview suggestions because the ‘knowledge’ behind their interview that offers readability on what labored and what didn’t. Use this intel to strategize your subsequent steps and collectively you possibly can laser-focus on any areas that want bettering.
It might be that your candidate’s nerves bought the higher of them, or they didn’t speak up their achievements sufficient. No matter it’s, take note of the suggestions work from there so this time round you candidate is completely bulletproof within the interview.
Match them to your current shoppers
By this level within the candidate’s journey, you’ve learnt so much about them – use this to your benefit to essentially promote them to your current shoppers. Each good CRM makes the duty of candidate-client matching tremendous easy. From inside your CRM you possibly can simply match your candidate’s preferences with the hiring preferences of your current shoppers. When you’ve struck gold and located some ultimate matches take time to contemplate precisely the way you’ll promote the candidate to them.
Keep away from the spray and pray approach, as an alternative deal with high quality over amount and attain out to shoppers you realize can be excited by this candidate. It’s additionally a good suggestion to look again at any earlier comms between you and the shopper so you realize precisely which angle to take.
For instance, understanding one shopper favours new hires which can be a superb tradition match provides you a superb place to begin. Not solely will this present you’ve remembered their shopper’s preferences but additionally that you simply’ve rigorously thought-about the candidate’s suitability forward of time.
Pitch them to corporations who aren’t hiring
To maintain your candidate on the hook you possibly can’t afford to take a seat round ready for a perfect-match function to come back alongside.
In case you do, you danger dropping them to a competitor, so it’s essential to proactively search for corporations that will be a terrific match for this candidate – even people who aren’t hiring.
If there’s one good factor to come back from the candidate-shortage, it’s that corporations are much less more likely to let prime expertise slip by way of the online proper now. With the precise method, you possibly can persuade them to be open to a dialog about your candidate.
Earlier than reaching out, laser-focus in and analysis the corporate. Figuring out precisely why this candidate can be a superb match for them is vital to tailoring your pitch.
Keep in mind: the purpose isn’t to inform them every thing concerning the candidate, it’s to pique their curiosity and provoke a dialog. Hyper-personalising your outreach will assist construct belief and credibility wanted to get your candidate seen.
Share your candidate’s story
This one is a bit more unconventional – however if you wish to place your candidate shortly, that you must assume exterior the field!
In late 2021, a man made the news after standing in a London tube station with a placard detailing his abilities and work expertise. By the top of the day, he’d been employed! As an ex-recruiter this information story has caught with me because it exhibits simply how far slightly ingenuity goes.
So how will you inform your candidate’s story and get them seen? With their permission, condense their abilities, background and strengths into every thing from designed social posts, and even sandwich them into your electronic mail signature – wherever you realize this A+ candidate will get seen. Think about this a ‘candidate advertising and marketing marketing campaign’ and bear in mind, the extra artistic, the higher. Good luck!