Are You Recruiting Silver Medalist Candidates?

Sep 21 / Steve Lowisz
In the world of talent acquisition, everybody wants to hire the absolute best candidates. But what about the runner-ups? What about the candidates we pass on, even if they have all the right qualifications?

These candidates can be a great way to boost your talent pipeline – here’s why.

Why Hire Silver Medalists?

The answer is simple – they're good candidates, you already know they're qualified and interested in the role. Plus, you have a relationship with them already.

In a nutshell, you’ve already done half the work of recruiting them. When you have another open role that fits their skills, they should be the first place you look.

Pro Tips for Recruiting Silver Medalists

If you’re looking to hire more silver medalists, here are some tips to help you do this more effectively, more often.

Let Candidates Know ASAP When They Are Out of the Running

If there’s one thing that turns off candidates, it’s being led on.

Nothing is more frustrating than when a recruiter never tells you that you’re not getting the job, or simply takes too long to tell you that. Rip the band aid off!

If you want to leave the door open to recruiting the candidate later on, you have to treat them with respect the first time around. That includes being honest and transparent when the candidate hasn’t made the cut.

Keep a Warm Bench of Silver Medalists

To increase your odds of recruiting silver medalists, you need to keep a roster of candidates that you think may be a great fit for another role. Keep track of these candidates resumes, names, and contact information in your ATS or even in a spreadsheet.

In addition to tracking their name, keep up the relationship. Reach out periodically to ask how they’re doing, congratulate them on any new roles, engage with their updates, and so forth.

You don’t have to talk all the time, but staying in touch lets them know you haven’t forgot about them and will mean they are more receptive to discussing an open role when the time comes.

Offer the Best Candidate Experience Around

The experience a candidate has with your company the first time around will have the biggest influence on whether they consider a new opportunity or not.

Did you let the candidate know why your company is a uniquely great place to work?

Is it a pain for candidates to apply – or is it as simple as submitting a resume? How many interviews did you make a candidate go through? Did you give them clear feedback on why they were rejected in the first place?

Lastly, Never Forget It’s All About the Relationships

At the end of the day, the strength of the relationship that you built with the candidate is one of the most important factors in whether they apply for another role.

You’ve probably read similar tips as the above – but what about thinking outside the box when it comes to relationships?

In today’s day and age, it never hurts to go the extra mile to build relationships. Send snail mail, or birthday cards.

Don’t be afraid to be candid, either. Sometimes, the best way to win a candidate back is to admit to how you messed up the first time around!

All too often, we’re afraid to admit to our mistakes. But this can be a powerful way to build connection.

The way we treat someone with a first opportunity will determine whether we get a second chance or not. Act accordingly!

If you're looking to advance your recruiting career, start our Recruiter Certification Program today!