That tricky technical role you’ve been hiring for has finally been filled. The project is ready to kick off which means your job is done, right? Wrong. Instead of archiving those emails and tossing that resume stack, you should look over the failed applications one more time. With 48% of hiring decision makers reporting they don’t receive enough qualified candidates for positions, you can’t afford to leave any stone unturned. Those unsuccessful interviewees can still help in future hiring needs.
By keeping a comprehensive record of all applicants, even those that don’t end in an offer, you’ll be able to squeeze additional value from these candidates. When you Integrate a freelance management system (FMS) you’ll enjoy robust record keeping along with hiring tools like simple onboarding, tracking, compliance and more. In this case, using an FMS will make it easy to keep rich data on candidates and the lines of communication open. Here are 5 ways you can put this data to use long after the role has been filled:
1. It’s not a ‘no’, it’s a ‘not now’.
Some unqualified candidates won’t be unqualified forever. That Jr. Designer applicant won’t likely have the experience to fill the senior creative director role you’re searching for. But that doesn’t mean they can’t get there someday. With freelancer management software, you’ll be able to store them in the system for future opportunities. As their career progresses, circling back with them may prove fruitful. You’ll also be able to leverage their skills now by filtering and surfacing them for any immediate junior roles.
2. Win with the runners-up.
Don’t forget about that oh-so-close candidate that just missed out for a position. If it could have gone either way and they possess all the necessary skills, be sure to star them in your freelance management system. This will ensure they’re added to your shortlist when a future role pops up. You can even help future hiring managers by providing extra notes in the candidate’s record so they’re briefed on their history when he or she goes to follow-up with them.
3. Right skills, wrong position.
Sometimes applicants may submit their information for a misaligned position or project. For instance, that rock star project manager with amazing experience just applied to the open product marketing position. This could be for a number of reasons like an attempt to get in front of hiring managers, a career pivot, or an overlooked error. Whatever the case, they probably won’t meet your requirements for the current position. However, you can tag them in your FMS with their current skills so they surface for more relevant openings. Obviously, if they’re looking to change their career trajectory, they may not be interested in opportunities like their previous job history but it’s worth a shot.
4. From half-finished to fully employable.
A rushed or partially finished application can signal a red flag to hiring managers about their attention to detail. Other times it could mean that the applicant decided against proceeding for reasons like accepting a different offer or opting to stay at their current job. Don’t count out these candidates as they may still have the skills you’re after. With an FMS, you can batch send a simple email reminder to applicants so they can update their record with their latest career information and be considered for future opportunities.
5. The Referral Bonus.
Asking applicants for referrals can be hit or miss but in some fields there is a tight knit community where there is a good chance your applicants know someone who is right for the job. You can batch email previous candidates right from your FMS and ask them to invite their friends to apply for relevant job openings. Offer an incentive to these candidates for referrals who are successfully hired. Goodies like a membership to WeWork or an Amazon gift card may be all it takes to find the right person.
With the talent war heating up, it’s imperative your organization leverages every advantage it has. By keeping comprehensive records in an FMS like Shortlist, it’s easy to uncover someone who may be employable despite previous attempts. In sales, it’s taught that retaining a paying customer is more cost effective than finding a new one. In a similar way for hiring, making due with your current database might just be more efficient than searching elsewhere.