The Power of Candidate Advocacy: Lessons from a Recent Hiring Review by RogueHire
RogueHire recently had the opportunity to review positions filled with one of our community members, and one particular number stood out: 471 days.
Among the 23 nursing positions filled last week, the breakdown was as follows:
16 were filled with external candidates.
7 were filled with internal candidates.
What was astonishing is that, on average, each of the 16 external hires had created a profile in the Applicant Tracking System (ATS) 471 days before applying for the position they were hired for. Yes, 471 days!
While this figure might initially seem surprising, it actually aligns with our 2024 median benchmark of 592 days. This significant statistic validates several crucial points about our hiring processes and candidate management strategies.
Key Takeaways
Qualified Applicants are in Our Database RogueHire has a wealth of qualified applicants already in our database, ready to fill current openings. The challenge lies not in finding new candidates but in efficiently utilizing the talent we already have.
Proactive Recruitment is Essential We need to proactively identify positions for these candidates within our organization. Instead of waiting for them to “refind” us, we should be reaching out and matching them with suitable opportunities.
Implementing a Candidate Advocacy Strategy A robust Candidate Advocacy Strategy is imperative. When closing a position and dispositioning candidates who didn't get the job, we must engage them for future opportunities.
Building a Candidate Advocacy Strategy
When communicating with candidates who weren't selected for a position, the message should be clear and encouraging:
"While this position didn’t work out, we are excited to find you a home at Happy Health. That is our job! We will continue to monitor our opportunities and reach out when we find something that you will be interested in."
Share Your Best Practices
RogueHire is eager to hear about any best practices you have implemented related to Candidate Advocacy. How do you keep your talent pool engaged and motivated for future opportunities? Sharing your experiences and strategies can help us all improve our processes and better serve our candidates.
Have a Great Week
Thank you for taking the time to read and reflect on this important aspect of our recruitment strategy. By focusing on candidate advocacy, we can enhance our hiring processes and ensure that we are effectively utilizing the talent within our reach.
Have a fantastic week ahead,
