Candidate aftercare is one of the most crucial parts of your talent pipeline, and one which sadly, frequently gets overlooked..

The best candidate for any role can often be the one who you are already in contact with; someone who has been following your company for a while, who is aware of your brand and your ethos and who has a genuine interest in your business.

As a specialist recruitment company, we often have candidates come to us because they want a job with a specific company that we partner with.

But all too often, candidates who apply for roles in your company and are not successful first time around are left to distance themselves and become detached from your pipeline, despite being highly valuable candidates in the process or potentially great recruits in the future.

In our post-pandemic world, things are changing at a rapid pace, with no-one able to predict what changes are yet to come.


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Despite this being a scary prospect, there are things you can do to protect your business, and keeping in contact with the very best candidates who you know will be able to strengthen your business is a strategy which all businesses should be employing.

It is more important than ever to keep in contact with unsuccessful candidates; you never know when you are next going to need that great recruit in your organisation.

Use the following strategies to keep great candidates in your talent pipeline past that unsuccessful first approach -

  • Use content to keep them engaged – if candidates follow you on social media, sharing useful sector content to help their career will position your company not just as a potential employer, but as an industry leader who can help them develop their career.

  • Keep a priority list of candidates – for candidates who very narrowly miss out on roles, keep in contact with these more frequently. LinkedIn is a great way to stay in contact both professionally but with a human touch too. Like and share their content, send messages and encourage communication and collaboration within your community to keep your talent pipeline engaged.

  • Keep in contact regularly – time is of the essence, and sectors change constantly. Don’t leave it months between sending emails, and you can keep it casual – checking in to see how their job hunt is going, or to see if they’ve decided to stay in their current role will build trust and candidates will appreciate this.


Can We Help?

We have placed and filled over 100,000 temp and permanent assignments over the last 30 years so have a range of techniques, ideas and platforms which could help you. Why not call us on 0113 367 2880 to have a conversation with one of our team. Alternatively drop us an email here.


About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry