Imagine having a pool of candidates who are already well-versed in your client’s organizational culture and work processes.
This isn’t just wishful thinking, it’s the untapped power of your client’s alumni talent pool. Often overlooked, this resource could be the solution to your recruitment challenges.
Want to know how to effectively utilize this talent goldmine? Read on!
What is an alumni talent pool?
An alumni talent pool is a database of former employees who worked at your client’s organization.
The alumni talent pool is not limited to just full-time permanent employees. It could include gig workers who were hired for specific projects or tasks, independent contractors who provided specialized services, and even interns who were part of the organization for a short period of time.
Each of these individuals brings a unique set of skills and experiences to the table, making the alumni talent pool a diverse and valuable resource.
P.S: There are high chances that most people from this database might be passive candidates, who are not actively job hunting but could be open to new opportunities if the right offer comes along.
Why should recruiters consider hiring from client’s alumni talent pool?
1. They already know about the client’s company
Since they have already worked for your client’s company, they are aware of its functioning and the roles and responsibilities.
This way, if they are re-hired, the induction and training session will be really brief.
2. Strengthens the employer’s brand
Having an alumni pool implies that your client’s company has a strong employee proposition value (EVP) and has fostered a positive and vibrant work culture.
These factors contribute to internal PR that helps in improving the reputation of the company.
3. Reduces hiring cost
Finding the ideal candidate for the job role can be time-intensive and really expensive.
But if you tap into your alumni talent pool to recruit them, you might be saving the money in your pocket and time as well.
Top 5 tips for recruiters to tap into client’s alumni candidate pool
1. Understand why they left the job
Try to communicate and understand what made them quit their job at the employer’s company. If they state a reason or issue that is resolvable then go ahead and assure them that they will have a refreshing work experience once again.
However, don’t try to force them to work again if the reason why they left the job implies that they didn’t enjoy working there or wanted to work in some other field.
But yes, if they feel like they would work again if better salary packages and benefits are provided then you should definitely try roping them back to the company.
Remember that communication is the key to interacting with them efficiently and knowing about their needs and concerns regarding the workplace.
2. Preserve their contact information
Almost every organization preserves a database of the workers’ personal information that includes their contact information and addresses.
This is essential as you may want to reach out to them regarding great offers and opportunities.
Having their contact information will enable you to stay connected with the alumni candidates and keep them updated about job postings.
3. Re-engage them
Candidate engagement is super important and you cannot afford to ignore it while tapping into the employer’s alumni candidate pool.
With the use of recruitment automation software like applicant tracking system (ATS) and candidate relationship management (CRM) software, you can effectively engage and communicate with the top talent from the alumni pool.
4. Provide growth and development opportunities
The alumni talent pool for sure would love to be a part of an organization that provides developmental opportunities.
You can start off by giving training sessions, workshops, and seminars to the employees to ensure their learning process while working is a never-ending one.
Consider implementing a mentorship program. Pairing ex-employees with experienced mentors can facilitate knowledge transfer, foster a supportive work environment, and accelerate professional growth.
5. Offer competitive packages
You must always offer competitive salaries and benefits packages to the alumni job applicants.
A survey found that more than 45% of candidates weigh perks and benefits while they are on a job hunt.
That is why, an attractive benefits package is not just a ‘nice-to-have’ but a ‘must-have’.
You can also consider offering unique benefits that cater specifically to the alumni. For instance, you could offer a ‘boomerang bonus’ for returning employees or provide recognition for their previous service in terms of seniority and vacation time.
Frequently Asked Questions (FAQs)
1. Does the hiring process differ when recruiting from the alumni candidate pool?
While the basic principles of recruitment apply, hiring from the alumni pool can often be more streamlined.
Given their prior experience with the organization, alumni may require less training and can often hit the ground running.
But don’t forget that it’s still crucial to assess their current skills, experiences, and fit with the organization’s culture.
2. What if an alumnus had left the organization on a negative note?
It’s important to understand the reasons behind their departure.
If the issues that led to their departure have been addressed and the organization has made positive changes since then, it might be worth reaching out.
However, each situation is unique and should be handled with sensitivity and discretion.
3. How can we maintain a strong relationship with the alumni candidate pool?
Maintaining a strong relationship with the alumni talent pool involves regular communication and engagement.
This could be through newsletters, social media, or alumni events. It’s also important to show appreciation for their contributions and keep them updated about new opportunities within the organization.
P.S.: If you’re looking for an AI-powered ATS + CRM platform, then don’t forget to check out Recruit CRM. Book a demo to see the tool in action.