Let’s keep in touch?
It’s a tricky thing to network in our increasingly interconnected and yet disconnected world. Keeping in touch with the pool of your candidates in and out of the interview process can be a struggle. The relative strength of social ties fades quicker and higher is the risk of the individuals ghosting 👻 you, even when they seemed so interested.
The grand question to the group is - what can I do as a leader, founder and talent acquisition partner to stay connected to the people once I identified they are the ones to work with. How do I attract and hold special relationships with my talent? How do I strengthen the bond with the first 10, 100, and 1000 individuals that can steer my venture to new heights?
Here are 5 ideas to reconnect and re-engage the talent in your niche:
Make it frequent: talent needs to hear from you at least monthly. Bringing in the news, helpful materials, and opportunities will facilitate the engagement.
Make it personal: separate the news for marketing, product, data science, engineering, and other niches into separate channels. Appoint the thought leader for each that can speak to the talent base and be heard. Putting the senior leader in front of niche talent will spark conversations online or offline when we hold the interviews.
Make it transparent and make it vital: communicating to the masses in your region on emerging topics in your niche on GenZ style platforms like TikTok can facilitate transparency to how the life in your company will look like and show you to be a personable team. No one likes to work for that big boring corporate…
Make it in person: noting out hot spots of your talent and organizing the in-person meet-ups like drinks, breakfasts, or micro conferences would be an ideal way to mingle with talented people and get to know them better.
Make it cool and shiny: in whatever definition of the audience you are targeting, the content and communications you create need to attract the necessary eyeballs 👀. Provide whatever wants to be seen.
