What are the most effective ways to retain candidates identified through talent scouting?

Retaining candidates identified through talent scouting involves strategies that prioritize engagement, growth, and a positive work environment. Here are some effective ways to retain these individuals: -Career Development Opportunities -Regular Feedback and Recognition -Cultural Fit and Engagement -Work-Life Balance -Challenging and Meaningful Work

The people hired through recruitment drives or talent hunts are often looking for just one main thing and that is a career progressive opportunity. If you give them these opportunities added with access to the top talent of your company and resources. I believe they become long-time investments and whatever you teach them, they will keep that with themselves for a number of years. This is the easiest and at the same time the most difficult strategy to retain the top talent, because if the company is miserable, they get out of the palms of your hands thus you lose them in the process. So it's all about strategic planning to forecast your future cards and how they will play out. Make wise decisions when the time is right.

Candidates are looking for a personalised experience so although it's important to have consistency of the process - it's super important that the candidate feels like the experience is made for them...and them alone. Actively listening to their expectations and career goals and addressing how your business and role will match those is important to reinforce that you heard what the candidate is searching for - along with being open, honest and transparent on any barriers and challenges. It is also critical to build rapport through values - both personal and as a representative of the company values. The connection through values will ensure emotional buy in and provide the human touch that is hugely welcomed by individuals.

Para retener a candidatos identificados a través de la búsqueda de talentos, siga estrategias efectivas: 1. Comunicación constante: Mantenga una comunicación abierta con los candidatos, incluso antes de iniciar el proceso de contratación. 2. Oportunidades de desarrollo: Destaque cómo la organización ofrece crecimiento y desarrollo profesional. 3. Cultura empresarial: Comparta valores y misión para que los candidatos se sientan identificados. 4. Proceso personalizado: Adapte el proceso de selección a las preferencias de los candidatos. 5. Retroalimentación constante* Brinde feedback constructivo durante el proceso. 6. Compromiso a largo plazo: Mantenga programas de retención a largo plazo, como capacitación y bienestar.

Here are some effective strategies to ensure that you retain these valuable individuals: 1- Ensure open and transparent communication from the start. Clearly convey your organization's values, culture, and expectations during the scouting and recruitment process. 2- Offer competitive salaries and benefits packages to attract and retain top talent. Regularly review and adjust compensation to remain competitive in the market. 3-Promote work-life balance to prevent burnout and ensure the well-being of your talent. Encourage flexible work arrangements and offer support for mental and physical health.

Providing value and feedback is essential to retaining candidates identified through talent scouting. Sharing information about the organization, team, culture, and industry offers transparency. Offering feedback on their performance, strengths, and areas for improvement shows appreciation and professionalism. This approach instills confidence in candidates and helps them prepare for the next steps, ultimately addressing any doubts or concerns they may have. It's a valuable strategy in fostering a positive candidate experience and increasing their likelihood of staying with the organization.

La retroalimentación oportuna y constructiva es fundamental para construir una experiencia positiva en los candidatos y una sólida marca empleadora. ¿Cómo podemos entregar una retroalimentación efectiva? Es importante incorporar tecnología a nuestros procesos de selección, pues las herramientas de automatización agilizan la comunicación y nos permiten hacerla más personalizada, demostrando un compromiso genuino con cada candidato. Es importante ser consientes, que la inversión en tecnología e inclusión de la retroalimentación a los candidatos como un ítem en los procesos de atracción tiene un impacto significativo en la para atraer y fidelizar el talento.

Para dar feedback de manera respetuosa y óptima, cumpliendo buenos tiempos es necesario saber nuestra capacidad como reclutadores, utilizar e invertir en tecnología y educar a los hiring managers. Nuestra capacidad de entrevistas máximas por semana, de contactos de sourcing por semana, nuestras posiciones abiertas, entre otras. Esto nos permite EDUCAR a los hiring managers acerca de TIEMPOS DE CONTRATACIÓN REALES. Es muy importante que si no tenemos el equipo adecuado no nos comprometamos con un delivery alto de candidatos, es bueno manejar expectativas. Luego si incluimos tecnología podemos usar AI para enviar mensajes con feedback y updates continuamente. Para feedbacks después de entrevistas recomiendo siempre hacer una llamada.

Offering value and feedback in the hiring process is pivotal for retaining scouted candidates. Share pertinent information about the organization, team, culture, and industry. Provide constructive feedback on their performance and areas for growth. This fosters a sense of value, confidence, and professionalism, showcasing your credibility. Candidates benefit from preparation and reassurance, making them more likely to commit and stay with your organization.

La experiencia del candidato engloba el primer contacto de un candidato con la empresa hasta que este deja la misma. (Ya veces basta después de dejar la empresa, por ejemplo cuando se crean canales de ex alumni de empresas). Por qué? Ya que la experiencia del candidato pasa por saber de nosotros, el employer branding, la cultura, la propuesta de valor, el proceso de selección, nuestra comunicación y feedback, la experiencia de onboarding, la experiencia como empleado cumpliendo con esa propuesta de valor. Muchas empresas piensan que dar experiencia de candidato es solo eso, pero en realidad engloba todo, cuidado ofreces “lo mejor” y luego terminas no cumpliendo con expectativas.

Creating a positive candidate experience is pivotal for retaining scouted talent. It shapes their view of the organization and employer brand. To achieve this, ensure a smooth, efficient, and consistent hiring process that values candidates' time and expectations. Provide a clear understanding of the role, requirements, and selection criteria, along with timely, constructive feedback. Encourage interaction with the team, manager, and culture, and highlight the benefits of working for the organization. This approach enhances the likelihood of candidates staying with the company.

A positive candidate experience is key to retaining candidates and building a talent pipeline. Providing a positive experience can not only benefit the company when it comes to offering the preferred candidate as the candidate has bought in to the role and the values of the company, but can also help retain talent for the future with those candidates who were unsuccessful. A candidate that has been unsuccessful but has had a positive candidate experience is more likely to apply again for a role, and/or share positive feedback of their experience into their network, perhaps influencing other candidates to apply who would otherwise not.

Una de las bases de las relaciones humanas es compartir intereses en común. Para mantener el engagement y a los candidatos contentos, tenemos que dar feedback, comunicar muy bien, ser respetuosos, pero sobretodo CONECTAR con nuestros candidatos. Somos PERSONAS CONECTANDO CON PERSONAS, así que es es esencial que conectemos con temas que nos vinculen relacionados al proyecto o empresa y de forma personal. Si conectamos y mostramos empatía seguramente vamos a dar una buena experiencia.

Sustaining engagement and enthusiasm in candidates identified through talent scouting is crucial, especially during lengthy or competitive hiring processes. To achieve this, maintain regular and informative communication. Keep candidates apprised of progress, timelines, and next steps. Emphasize the role and organization's value proposition, addressing queries and concerns. Utilize social media, email, and other platforms to share compelling content that highlights the organization's vision, mission, values, achievements, and impact. This approach helps retain top talent, even when they have other options or offers.

Momentum! Time kills all deals.. we know that. Changing jobs is a massive life event. And like most big decisions, it is an emotional one. People need to feel like they are being pursued, like they are special - because they are! Show them you feel the same way by having a tight interview process and maintaining communication throughout. Minimize dark spells where they don't hear from anyone.

Muchas empresas intentan ofrecer el mínimo de las bandas salariales para ahorrar costes o para “no crear disrupción con otros miembros del equipo con salarios más bajos”. De todas formas es importante crear sistemas retributivos internos bien estudiados y estructurados, con el apoyo de empresas externas de tendencias salariales de mercado por ejemplo y con niveles de crecimiento y seniority internos. Así podremos saber que podemos ofrecer en relación a la competencia y podemos enfocarnos en las expectativas del candidato. Ofrecer beneficios, stocks, oportunidades de crecimiento siempre viene bien. Y por qué no? Crear un vídeo personalizado con la oferta, yo lo hacía mucho en el pasado y la conversión de aceptación es altísima.

The key to retaining scouted talent is making a compelling offer that aligns with their expectations. This offer should encompass not just salary but also benefits, incentives, flexibility, development, and recognition. To achieve this, understand the candidates' motivations, goals, and preferences, and stay informed about market trends and competition. Present the offer clearly and attractively, emphasizing the organization's advantages. Additionally, follow up and negotiate until the candidates accept the offer and sign the contract. This final step is critical in securing top talent.

"Sorry can't talk to you right now." Keeping the communication channels open makes a huge difference, Simple things like sharing your WhatsApp co-ordinates (earlier, I was wary of sharing my WA co-ordinates as i was afraid of candidates messaging me at odd hours). I tried it and realized this makes my life much easier as comms are much faster and effective and creates a sense of being available for the candidate at all times. modern times requires modern solutions.

The best ways are many, Few could be like clear communication, Providing competitive compensation, Performing R&R, Employee Recognization and appreciation, Ongoing feedback, Mentorship and coaching.