Every person who applies for your advertised job is interested in your company. Even if most of them don’t move forward in the process or never make it to the interview stage, they are still valuable to keep in your network. Why? Because one of them might be the perfect fit for your next recruitment — or they might know someone who is. Staying in touch with all candidates not only creates a better candidate experience but also builds loyal ambassadors and strengthens your employer brand. It also opens the door to network recruiting — a highly effective method when done right.
What Is Network Recruiting?
Network recruiting is not about asking friends or colleagues for candidate referrals. Instead, it’s about creating a great experience for candidates during the recruitment process and maintaining contact even after the process ends — including those who were not hired. By providing value in the ongoing relationship, you leave a positive impression that encourages candidates to speak highly of your company within their own networks. To succeed with network recruiting, it’s important to see every candidate as a potential future hire, customer, or ambassador.
Network Recruiting Requires Structure
The key is to create a system for categorizing and communicating with your candidates. With a recruitment management system, you can organize your candidate database and set reminders to follow up regularly.
Book Informal Meetings
A great way to stay in touch with candidates is to meet for a casual lunch or coffee. Use the opportunity to catch up, share what’s happening in your company, and discuss your current recruitment needs. This way, the candidate can pass on information to their own network — and maybe even connect you with your next great hire.
Create Automated Follow-Up Emails
You might not have time to personally follow up with every candidate who didn’t get the job, but you can still stay connected. Set up automated yet personalized follow-up emails that provide value to recipients. If you already use automation in your recruitment process, why not create a follow-up flow for former candidates?
Revisit Candidates Two and Three
Candidates who made it to the final stages of the recruitment process did so for a reason — they are skilled and relevant. Spend a bit of extra time on them. Reach out, connect on LinkedIn, and schedule a follow-up chat or coffee meeting. Not only does this create an excellent candidate experience, but it also builds loyal advocates for your brand.
Promote Your Company During Interviews
When interviewing candidates, think about what impression they will leave with — even if they don’t get the job. Every interview is an opportunity to present your company in the best possible light. Ask thoughtful questions and consider whether the candidate could be a fit for another role or might know someone who is. Network recruiting starts right here.
Inbound Recruiting
Share insights, tips, and content related to your industry and career opportunities within your network. This positions you as a knowledgeable and trusted employer. Inbound recruiting helps you build relationships with potential candidates by sharing engaging employer brand content — attracting interest even before you have open positions.
Reject Early, Stay Connected
Do both yourself and the candidate a favor by rejecting early in the process if they’re not the right fit. Don’t keep candidates waiting unnecessarily. Even if they aren’t right for the current role, keep in touch — they might be the one to refer your next perfect hire. That’s the beauty of network recruiting.
Get Started with Network Recruiting – 4 Quick Tips
- Create automated follow-up emails.
- Add interviewed candidates on LinkedIn.
- Send updates about new open positions.
- Schedule follow-up meetings with your second and third finalists.
