More and more corporates look to winning back former employees to meet the demands of growth and particularly if they have “niche” skills that are in short supply and difficult to recruit. Alumni are a fast and cost-effective recruitment channel as both sides ‘know’ each other, settling in should be easier and productivity faster. The cost savings can be significant across resources, recruitment fees and on-boarding. Here are 5 ways to capture the power of Alumni:
1. Exit Interviews – A key opportunity towards rebuilding a bridge in need of repair and a key step towards creating goodwill towards your brand. Depending on their reasons for leaving, it is a great opportunity to :
2. Create Alumni Groups – LinkedIn, Facebook, Xing (for Germany/Switzerland) etc. It is best to capture employees before they become Alumni. It makes it easier to maintain an open communication channel. Alumni may not rush to join immediately after leaving but give it 6-8 months and they may well be open to receiving an invitation to join. Groups are a great communication tool as you can do direct messaging to members as well as share corporate news, communicate employer branding, post vacancies and generate referrals.
3. Alumni Relationship Program – create one to fit your organisation and resources. Take a look at some of the top universities who are doing a terrific job networking with their Alumni across global markets and who now offer a great service to corporates!
4. Extend Your Employee Referral Program To Include Alumni - let employees know that referrals from former colleagues are most welcome. Sorting out job or team fit should not be the immediate concern – this is looked at later as part of any recruitment process. But just to be the Devil’s Advocate – why not extend referral incentives to Alumni? Alumni probably keep friends with former colleagues who work for other competitors or service providers, they are constantly meeting peers through their own personal or professional networking efforts, industry/trade conferences and so long as the referral has no professional conflict of interest why not?
5. Invite Alumni to an annual company event - getting an invitation from the CEO or Director is hard to ignore and if anything extends another opportunity to engage in relationship building.
5 Ways to Capture the Power of Alumni is part of our Recruitment Masterclass Workshops.
About Me: Over the past 18 years I have worked as a HR Executive and Consultant delivering HR/Recruitment Solutions across Europe in Recruitment Training, Talent Sourcing, Talent Acquisition and Corporate Development. Please feel free to connect with me on LinkedIn but please refer your reason for connection to this article. Best. Catriona
Tags: Recruitment, Alumni, Training, Human Resources, Strategies
The team at Social Hire never just do social media management.
Our digital marketing managers are the wizards that can give you the insight you need to develop your business. Have you had enough of making complex personnel choices that don't work well for your digital presence?
Our team are a company that helps our customers further their digital footprint by providing digital marketing on a monthly basis.
You might like these blog posts Real Reasons Your Employees Quit, 7 Ways Your Business Content is Failing to Hit The Target (and What To Do About It), 5 Examples Of What Not To Say To Employees When Giving Feedback, and How To Not Suck As A Speaker: 15 Ideas.