During employee selection procedures, HR professionals meet many interesting people who do, however, not fit into the current vacant positions for some reason. The fact that today there is not a place in your company for someone does, however, not mean that it will not occur later. Therefore, it is necessary to work as efficiently as possible with these candidates and to create a talent pool you can approach in the future. How? Recruiter.com advises:
Always respond to the applicants and do it as soon as possible
Confirm adoption of their CVs within three days and let the applicants know whether their CVs were shortlisted or rejected within five days. It is not always possible to comply with these terms, you should however try to observe these time limits to the maximum extent.
Build a database of talents with immediate potential
In this database, keep the information on the applicants who were not hired but their knowledge, skills and experience corresponded to the particular positions in your company. Let the people of this database know that you are saving their contacts so you could possibly reach them as soon as an opportunity arises.
Build a database of talents with future potential
In this database, store the information on the applicants who are currently not on the level of skills you require but have a strong potential to reach the appropriate role within a year or two or they may come in handy for a less demanding role which will appear in the future. However, when contacting these people after a few years, first check the development of their careers e.g. on LinkedIn.
Connect with potential employees on social networks
Agree with the applicants who fail at the hiring process now to stay in touch via social networks. In addition to LinkedIn, you can use such Twitter, too.
Create your own talent community
Invite all the talents you have not hired yet to participate in a joint community. It is up to you whether this community will be only virtual or you will be meeting face to face. The aim is to keep these passive candidates aware of your offers.
Offer feedback on the development prospects of individual applicants
Not every candidate will appreciate your advice on how he/she should further develop. Those who will, however, will boost your reputation among their acquaintances.
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