Go green! Implement recycling in your recruiting department.

Let’s all move toward a greener future in recruiting – and become more human-centric in the process. When someone applies for a role at your organization, they are interested in you.  Instead of making them disappointed when they’re not selected for a role, consider the following ways to recycle and keep them in the pipeline, fill additional openings  – and create new fans of your organization along the way.

Experienced hires:

Have two candidates that are neck and neck for a job? Once you pick and finalize the hire, go back to the second choice and explore other opportunities that may be similar. OR talk with the leaders and see if they know of an opening that’s coming soon (retirement, resignation, etc.) where they could use them – and hire them NOW for the upcoming need.  

College hires:

For college hiring season, once you fill your class, create feedback and “waiting lists” for other candidates – or explore other places that you could filter them into while they are “waiting.”  Bonus: offer them some additional training that puts them in line for other opportunities as they come up.

Entry level:

Know your number of hires for the year and keep the pipeline flowing by giving specific feedback for improvement and offering training or skill enhancement to help make them ready. (Work with your local workforce board – you might be surprised at how they can help you get these candidates ready for the next opening.)

Train your recruiters to look for “not this, but that” when reviewing resumes.  Yes, you may need to reject them for the original role they applied for, but offering alternatives that better fit their backgrounds will keep them engaged.  A simple template that gives the candidate a nudge toward a job that fits best makes the process more human.

Good luck going green! Share your successes.