Importance of Candidate Relationship Management

Relationships are the backbone of any business. Every successful businessman will tell you that he built his strong business on the basis of long-term relations with customers, vendors, clients, or investors. The general perception is that we need to focus the most on our clients; this is what is taught in recruitment 101 trainings. Talk to clients, create a rapport, engage, win confidence, and grow in business. This is true but only to an extent.


Recruitment is different from other businesses, as candidates are your source of revenue and they are the raw material for your business. One needs to ensure that quality raw material is always in abundant supply.

Clients are important but you need to manage relationships from the other side as well. Mahatma Gandhi had said – “Customer is not the cause of your inconvenience, he is the reason for your existence.” If we apply the same principle in recruitment (though with a twist) – the candidate is not the reason for your inconvenience rather he is the reason for your existence.

In this age of social connections, each satisfied candidate is a source of multitude of opportunities for you, especially if you are dealing with sector-specific niche hirings. They would go and talk about you and your service to people in their peer group and become your best brand ambassadors.


1. Communicate

  • Understand their areas of concern – show sincerity in listening and be genuinely interested.
  • Explain the job description and role. Hear the feedback to understand if there is actually the kind of fitment that you believe.
  • Do not bluff about something which could be detrimental to their careers in future. This might create a bad rapport with your client as well.
  • Keep them informed as much as possible about current status – Shortlisting, Interviews, Rejection, or Offer, etc

2. Celebrate – Send a congratulatory note / email to candidates on their date of joining, 1 year of completion of service etc. Birthday wishes go a long way in relationship management.

3. Consult – Become an advisor to your candidates and suggest ways to get ahead in their career paths. Provide insights about the industry – which certifications work, how to highlight their achievements, or maybe even suggest alternative career choices to the ones who do not fit well with their current jobs.

So like you do in your personal lives, start building relationships with your candidates…it can be a win-win for both of you in the long term.

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