With job vacancies hitting record levels in July, according to ONS, and Broadbean Technology revealing that application numbers have consistently dropped over the last three months, employers are turning to those candidates who came a close second in the hiring process in a bid to address talent shortages, according to talent outsourcing and advisory services provider AMS.
Those who have previously made the hiring shortlist are an appealing esource to employers but eraching out to them and attracting their needs needs to be handled with care.
Steve Leach, Regional Managing Director, UK & Ireland, at AMS commented:
“Tapping into this talent pool is certainly a strategic move that we’re pleased to see organisations embrace, after all, these individuals have already engaged with the brand and have some connection to the business. However, how these individuals are engaged does require careful management. Their prior experience in the recruitment process and how their rejection was handled could impact the success of this interaction – and certainly highlights the critical importance of a positive candidate experience for future-proof businesses.
“The process of re-engaging with this talent community in order to fill resourcing gaps needs to be both personalised and streamlined. They can’t just be approached as a warm lead or even as a brand-new connection. They need a tailored approach that speaks to their prior experience with the business and convinces them why they should give the firm another chance. Technology can certainly play a key role in streamlining engagement with these individuals and, if implemented correctly, will provide a positive experience for these silver medallists, but the key to successfully enticing this group back to a brand lies in tailored engagement strategy designed solely for their needs and prior interaction.”
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