Description
In recruiting, it can be easy to view the end of the hiring process as a “mission accomplished.” But in reality, it’s just the beginning of a long-term relationship with a candidate. Maintaining connections with candidates even after they’ve secured a job can be a game-changer for a recruiter’s long-term success. Here’s why continuing to nurture those relationships is valuable for both recruiters and candidates—and how to do it effectively.
1. Build a Network of Advocates
When you maintain relationships with placed candidates, you’re creating advocates for your brand and services. Satisfied candidates can become enthusiastic ambassadors who recommend you to their friends, colleagues, or even other hiring managers they know. In a world where referrals play a significant role in recruiting, this can lead to a steady flow of high-quality candidates coming directly to you.
How to Build Advocates:
Send a congratulatory note on their job anniversary or work milestone.
Check in occasionally to see how they’re settling into the role.
Be genuinely invested in their success, offering advice and support even if they’re not currently looking for a new position.
2. Future Placements Are Just a Relationship Away
A job placement doesn’t always mean the candidate’s journey with you is over. Many professionals will make several career moves throughout their lifetime, and when they’re ready for a new challenge, you want to be the recruiter they reach out to first. By staying in touch and following their career progression, you’ll be top-of-mind whenever they’re looking for a new opportunity or considering a career pivot.
How to Stay Relevant:
Keep your connections updated about interesting opportunities you come across in their field.
Send periodic updates about trends in their industry, showing you’re keeping them in mind.
Follow their career progress on LinkedIn and send a quick message if you see them achieving a milestone or changing roles.
3. Candidates Can Become Clients
In the course of their careers, candidates can move into hiring positions themselves. The person you helped secure a job as a junior analyst could one day be a hiring manager who remembers the great experience they had with you. By maintaining a good relationship, you’re opening the door to new business, as candidates are more likely to return to you to fill roles within their own teams.
How to Cultivate This Relationship:
Share helpful hiring tips or resources they might find valuable as they grow in their career.
Offer assistance in building a team by sharing insights on hiring trends, salary benchmarks, and job market updates.
Let them know you’d be thrilled to help them build their own teams when the time comes.
4. Tap into Insider Industry Insights
When you keep in touch with placed candidates, you gain valuable insights into industry trends, challenges, and demands. They can share insider perspectives that can help you better understand the talent market, improve your sourcing strategies, and build stronger candidate profiles. These insights are especially helpful for niche industries or highly specialized roles where firsthand knowledge can give you a competitive edge.
How to Gain Insights:
Ask them how the onboarding experience has been, helping you understand what companies do well or where they fall short.
Stay curious about their company’s latest projects or technologies, which can help you better recruit for similar roles.
Consider setting up informal catch-up calls or coffee meetings where you can exchange industry updates and trends.
5. Foster a Supportive Reputation as a Recruiter
A recruiter who only engages with candidates while they’re in the hiring pipeline may come off as transactional, which can erode trust and decrease long-term engagement. On the other hand, recruiters who stay engaged demonstrate a genuine investment in candidates’ careers and well-being, which enhances their reputation as trusted, supportive professionals.
How to Build This Reputation:
Be authentic in your communication—your continued interest shouldn’t come off as “salesy.”
Provide value to their careers, not just your placements. Share helpful resources, career advice, or events relevant to their interests.
Celebrate their achievements and milestones, even after they’ve moved on from the roles you helped place them in.
6. Strengthen Your Talent Pool
The relationships you nurture post-placement can be a goldmine for future hires. Many candidates are open to helping out recruiters they trust, which means they’re more likely to refer qualified colleagues or friends who are actively job-seeking. This “second-degree” network can yield high-quality candidates who come with a strong recommendation, saving you time and effort in sourcing.
How to Tap into Referrals:
Let past placements know you’re actively recruiting for roles similar to the one they secured through you.
Ask if they know anyone who might be a fit for an open position, especially if it’s within their industry or skill set.
When reaching out, emphasize that you trust their judgment and respect any referrals they’d like to share.
7. Continuous Brand Building
Recruiting isn’t just about filling roles—it’s about building a reputable, people-centered brand. The stronger your brand, the more high-quality candidates and companies will want to work with you. A big part of brand-building is how you treat people, not just during the hiring process but after it as well.
How to Build a Strong Brand Through Relationships:
Be transparent and honest in all interactions, whether it’s with active candidates or placed professionals.
Act as a career advisor rather than just a recruiter, and be a resource that candidates feel comfortable reaching out to.
Encourage satisfied candidates to leave positive reviews on LinkedIn, Glassdoor, or other platforms, and ask them to provide testimonials for your website if they’re open to it.
8. Personal Satisfaction and Growth
Finally, maintaining long-term relationships with candidates brings a personal fulfillment that goes beyond hitting placement targets. It allows you to see how your work has positively impacted someone’s life and career trajectory, which can be deeply rewarding. Over time, this commitment to fostering relationships can create a sense of purpose, helping you avoid burnout and find meaning in your work.
How to Stay Connected on a Personal Level:
Get to know candidates as individuals beyond their resumes. Take a genuine interest in their goals and motivations.
Show empathy when they face career challenges and celebrate their successes.
Reflect on the impact you’re making in helping candidates build their careers, knowing that your work goes beyond just filling roles.
Recruiters as Career Partners
The most successful recruiters are those who view themselves as long-term career partners to the candidates they place. By staying connected, you open the door to a range of benefits: referrals, business opportunities, insights, and, most importantly, a reputation as a people-focused, trustworthy recruiter.
So don’t let the relationship end once a candidate secures a role. Stay involved, keep offering value, and make it clear that you’re in it for the long haul. By doing so, you’ll not only enhance your recruiting success but also build a career that’s genuinely rewarding and rooted in positive relationships.