Regular Follow-ups
Maintain regular communication with candidates throughout the recruitment process, even if they are not immediately selected for a position. Keep them informed about their progress, provide constructive feedback, and express your continued interest in their skills and potential. This helps build positive relationships and keeps candidates engaged for future opportunities.
Rylem Speaks!
In order for you to be recognized by the person that you're communicating with as a resource, you need to have talked to them like 8 times
Talent Pipelining
Encourage your current employees to refer qualified candidates. Employee referrals often yield high-quality candidates who align well with your company culture. Offer incentives for successful referrals to motivate your employees to actively participate in the recruitment process.
Industry Events and Meet-ups
Encourage your current employees to refer qualified candidates. Employee referrals often yield high-quality candidates who align well with your company culture. Offer incentives for successful referrals to motivate your employees to actively participate in the recruitment process.
Passive Candidate Outreach
Encourage your current employees to refer qualified candidates. Employee referrals often yield high-quality candidates who align well with your company culture. Offer incentives for successful referrals to motivate your employees to actively participate in the recruitment process.
Professional Development Opportunities
Provide valuable resources, such as webinars, workshops, or industry-specific content, to engage with candidates and demonstrate your commitment to their professional growth. By offering educational opportunities or sharing industry insights, you can establish your company as a thought leader and build relationships with potential candidates.
Outreach and Engagement Techniques
Personalized Outreach
Tailor your outreach messages to each candidate, highlighting specific aspects of their skills, experience, or achievements that caught your attention. Show genuine interest in their background and explain why you believe they would be a great fit for the opportunity.
Networking
Leverage professional networks, both online and offline, to identify potential candidates. Reach out to individuals who have relevant skills and experience or who are connected to your industry. Attend industry events, join online communities, and utilize platforms like LinkedIn to expand your network.
Employee Referrals
Encourage your current employees to refer qualified candidates. Employee referrals often yield high-quality candidates who align well with your company culture. Offer incentives for successful referrals to motivate your employees to actively participate in the recruitment process.
Social Media Engagement
Utilize social media platforms to engage with potential candidates. Share compelling content related to your industry or specific job openings. Actively participate in discussions, respond to comments, and initiate conversations with individuals who demonstrate potential. LinkedIn, Twitter, and industry-specific forums can be valuable for this purpose.
Candidate Ownership Rules
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Source-To-Job (STJ)
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Assigned Recruiter/Sourcer has 2 hours’ ownership
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Call-LVM / Call-No Contact
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Note owner has 24 hours’ ownership of candidate
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Meaningful contact (Call-Contact, LI connect, Indeed connect, email correspondence)
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1-week ownership
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Candidate Qualify
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Note owner has 2 weeks’ ownership
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Submittal
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Recruiter & Sourcer have 1-month ownership
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Candidate Care and Management
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CEIPAL WILL BE THE ONLY BASIS OF INTERACTION
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“If it’s not in Ceipal it NEVER happened.”
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Before parsing profiles always cross reference Ceipal and use all info like phone numbers, emails or names to avoid duplicate profiles
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Ensure complete documentation/notes regarding your interaction
Candidate Care and Management
Guidelines for consistent communication from first touch to post-placement—SLAs, status updates, feedback cadence, and re-engagement. Ownership rules define who “owns” a candidate and for how long, preventing conflicts while protecting relationships and recruiter effort.