Table of Contents
Key Takeaways
- Past applicants are an untapped goldmine — Your previous candidates, silver-medal finalists, and even folks who applied long ago can be re-engaged and converted, saving sourcing time.
- Build a proactive hiring “pipeline” — Rather than reacting whenever a role opens, maintain a pool of qualified, interested people so you’re always ready.
- Employer branding matters — Candidates will research you. A strong, authentic employer story—via your website, job pages, social proof—helps you attract top talent.
- Frequent engagement keeps people warm — Regular check-ins, meaningful touches, and nurturing talent (even in small ways) prevent lost interest.
- Leverage internal & referrals — Employees, past applicants, and broader networks offer strong leads if you cultivate those connections.
Turn your past connections into future hires—that’s how you fill roles faster and stop scrambling every time a new position opens.
– Carmen Bryant, VP of Marketing, Wizehire)
Q&A Highlights
Q: How can I reduce time-to-hire without compromising on quality?
A: Start with people you already know — past applicants, referrals, and silver-medal candidates. They’ve shown interest before, so re-engaging them often leads to faster, higher-quality hires than starting from scratch.
Q: What role do assessments play in hiring the right person?
A: Assessments like Wizehire’s DISC+ go beyond résumés. They help identify soft skills, culture fit, and work style — factors that often matter more for long-term success than just credentials.
Q: How can I make my job postings stand out?
A: Treat them like marketing content. Highlight your culture, mission, benefits, and career growth opportunities. A clear, engaging career page can be just as persuasive as the job ad itself.
Q: Candidates keep dropping out of the process. What can I do?
A: Communication is key.
Even short updates like “We’re reviewing applications this week” show respect and keep candidates engaged. Candidate texting and automated reminders help prevent silence and no-shows.
Q: Is it worth considering people outside my industry?
A: Yes. Many skills are transferable. For example, customer service or hospitality professionals often excel in client-facing roles in other sectors. With solid onboarding, they can become some of your best hires.
Q: What’s the best way to maintain a healthy talent pipeline?
A: Review it regularly. Update outdated information and segment candidates into groups so you can quickly re-engage the right ones when roles open.
Q: How can I improve retention once I’ve made a hire?
A: Build a culture of growth. Provide clear expectations, offer learning and advancement opportunities, and keep communication open. Candidates who see a future with you are far more likely to stay.
Find your people
Author
Share
See How It Works