Maintain Your Position: Candidate Maintenance.

Candidate MaintenanceWe invited Pete Radloff to join our Blab today based on an article he wrote for RecruitingDaily, Zen and the Art of Candidate Maintenance. As recruiters, we can try to control candidates, we can try to influence candidates but try as we may, the ultimate decision is always up to them. So our best strategy? Candidate Maintenance.

In this Blab about Candidate Maintenance we discuss:

  • Why candidate maintenance is so important.
  • Salary discussions with candidates.
  • How to connect with candidates so you don’t get “ghosted.”
  • Hiring Manager maintenance.

While we covered the tricks of the trade with Pete, there are (of course) some tools that I know can help with candidate maintenance.

Weirdly:

Weirdly offers a customized recruitment software that allows you to create a fun, interactive quiz to include in your recruitment campaign. The idea is pretty simple; include your quiz on your job posting via a link, your social world, Status updates or wherever your candidates may find you. The potential candidate clicks the link and is taken to an interactive quiz page that is customized to meet the quirkiness of your company.

HereFish:

Everyone wants to feel loved and accepted. It only takes one bad recruiter to make for a bad candidate experience, and there is nothing branding, tweeting or liking can do to change that until now. Herefish is not a candidate engagement tool. It is a candidate-nurturing tool. Yes, there is a difference. Candidate engagement tools get candidates into the process – candidate nurturing helps the candidates feel that you like them you REALLY like them. They also add a service, acting as your content marketing managers.

 

Watch the video and tell us what you think in the comments below.

 

peteAbout our Guest: Pete Radloff has 15 years of recruiting experience in both agency and corporate environments, and has worked with such companies as Comscore, exaqueo, National Public Radio and Living Social.

With experience and expertise in using technology and social media to enhance the candidate experience and promote strong employer brands, Pete also serves as lead consultant for exaqueo, a workforce consulting firm.

An active member of the Washington area recruiting community, Pete is currently a VP and sits on the Board of Directors of RecruitDC.

Follow Pete on Twitter @PJRadloff or connect with him on LinkedIn, or at his blog, RecruitingIn3D.



About the Author: Jackye Clayton is recognized as a people expert who puts the Human in Human Resources. An international trainer, she has travelled worldwide sharing her unique gifts in sourcing, recruiting and coaching. She offers various dynamic presentations on numerous topics related to leadership development, inclusionary culture development, team building and more.Her in-depth experience in working with top Fortune and Inc 500 clients and their employees has allowed her to create customized programs to coach, train and recruit top talent and inspire others to greatness. Follow Jackye on Twitter @JackyeClayton or connect with her on LinkedIn.

  • Barry Johnson

    This was an excellent Fireside chat and I would work with anyone of you. It’s confirming to listen to 3 reality based professional recruiters just being themselves discussing setting expectations with candidates, managers and running a transparent recruiting operation. Thanks for the terminology of the day with Candidate maintenance versus control of the past. I am a 20 year Technical recruiter with both Agency and Corporate recruiting leadership experience. Fun way to start off my Friday.


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