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Maintaining contact with past candidates is crucial to sourcing candidates efficiently and cost-effectively. We sometimes refer to them as “silver medalists,” meaning they didn’t get hired but had great skills and experience that would be an asset to your organization — maybe in a different role or even a different department.
You’ll want to keep in touch with them soon after the rejection from the job so your employer brand can stay top of mind and they feel valued even though they weren’t hired.
Channels run:
Email | Text | Video
KPIs affected:
Average sourcing cost | Cost per hire
Time to source | Pipeline engagement levels
Subject: [Organization]’s strategic direction
Body: Hi [candidate first name],
I’m reaching out to you since you have been a candidate in the past and I want to keep in touch with you.
Our CEO [name] recently addressed [organization] on our strategic direction after [previous quarter] ended. Here are the main initiatives:
This means our organization may be opening up different types of roles in the future. Make sure you keep an eye on our career pages and sign up for our job alerts so you never miss an opportunity to apply again.
Best,
[Signature]
Subject: Reasons to keep an eye out for open roles
Body: Hi [candidate first name],
We recently talked to a few employees that applied multiple times to get their dream role at [organization], and [name] from the [department name] department has this advice:
[Advice from employee that applied more than once]
Just wanted to provide some encouragement to keep a look out for other open roles that fit your skills and experience. Make sure to sign up for job alerts to get notified right away [link].
Best,
[Signature]
Pro tip: Use a video instead of a quote from the employee to add more authenticity.
Subject: Connect with us in some new ways
Body: Hi [candidate first name],
If you haven’t already, I want to invite you to follow us on social media. We are most active on [social media site 1 & link], [social media site 2 & link], and [social media site 3 & link]. Lately, we’ve been posting [content type] to show what [customers/donors/patients/employees/etc] love about us, so I thought you may be interested.
Hope to interact with you there!
Best,
[Signature]
If your audience responds to texts more frequently, stay in touch with past candidates via SMS. See below for examples.
Message idea 1: Hi there [name], we thought you were an amazing candidate, so we want to make sure to stay in touch with you. One way you can stay up to date on [organization] is by following us on social media. [Social site] is a great place to start [link]. Hope to see you comment on our posts soon!
Message idea 2: Hi [name], I wanted to share an award [organization] just received. We were nominated because [reason]. We’re pretty proud! Check out the press release here [link].
Pro tip: If your text marketing software allows, make sure to filter candidates using criteria like “Last contacted date” and tags. If a candidate was contacted by a different recruiter recently, you won’t have to worry about your top-of-the-funnel message going to them.
To keep your past applicants from getting discouraged, you can provide videos from employees in your emails or linked in your text messages. Some ideas:
If they aren’t already opted in to job alerts on the career site, add silver medalists to job alerts in the CRM. They’ll get information on jobs that match their skills, experience and interests in between compelling content about your organization. Alternatively, if the technology you’re using does not provide job alerts, you can create role-based campaigns and add corresponding role-based pipelines to those campaigns.
