Alumni Networks: An Underutilized Recruiting Strategy

You know that old saying “It’s not what you know, it’s who you know”? Well, turns out that’s pretty spot on, especially when it comes to finding new career opportunities. As a recruiter, you’re always on the hunt for the best and brightest talent to join your organization. But in today’s competitive job market, traditional approaches like posting listings on job sites or hoping for strong referrals from current employees may not be enough.

There’s an untapped network that could yield high-quality candidates who already have experience and proven success in your company and industry. Your alumni network is filled with people who were once part of the team and may be looking to come back home. They know the ins and outs of your business and culture and can hit the ground running. The connections you built with top former employees can pay off in the form of new hires. It’s time to start leveraging your alumni network as a recruiting strategy. Read on to find out how to tap into this valuable pool of talent.

Tap Into Your Alumni Network

Tapping into your alumni network is a no-brainer. These are people who already understand your company's culture and values. They were once in the trenches themselves, so they know the ins and outs of the roles you’re looking to fill.

First, make a list of former employees from the past 5-10 years, especially those in the areas you’re hiring for now. Track them down on LinkedIn and see where their careers have taken them. Some may have moved on to other companies in your industry, while others started their own businesses. Don’t be shy—reach out and ask if they’d be open to an informational interview. Pick their brain about new trends in the field and get their input on your current job listings. They may even know some great candidates.

Speaking of which, ask your alumni about potential referrals. Offer an employee referral bonus to motivate them to scout talent from their networks. Referrals from ex-employees often lead to hires with a great long-term fit.

Once you have some referrals and applicants in the pipeline from your alumni outreach, consider bringing former employees in as guest interviewers. Candidates will appreciate their perspective as former insiders. And you’ll benefit from their ability to spot qualities that will make new hires thrive.

Leveraging your alumni network is a win-win. Staying tapped into the talent that used to work for you, and forging ongoing relationships with them, gives your organization an edge in recruiting the skills and cultural fits you need. Keep the communication flowing, and this underutilized strategy can become a steady source for meeting your hiring needs.

Stay in Touch With Former Top Employees

Staying in touch with top former employees is a smart recruiting strategy. These alumni already understand your company's culture and values. They have a proven track record of success in their role. And they likely still have connections to other strong candidates.

Reach out to former star employees and invite them to an annual alumni event. This is a chance to strengthen relationships, provide updates on company changes and goals, and discuss new opportunities. Make it clear you value their continued partnership.

You should also regularly communicate with alumni through LinkedIn, newsletters, and personal emails. Share company news, job openings, and industry updates. Ask for referrals of candidates they think would be a great fit.

When you have a key position to fill, tap into your alumni network. Some may be interested in boomeranging back. Others can spread the word through their circles. Don't underestimate the power of nostalgia - returning to a familiar place and team they already respect can be very appealing.

For the best alumni engagement, stay up-to-date with former employees' career and contact information. Send congratulatory messages for new jobs and other milestones. Little things like remembering a birthday or work anniversary go a long way.

Your alumni are your best ambassadors. By nurturing ongoing relationships, promoting communication, and providing opportunities for re-engagement, you gain an invaluable recruiting resource. Their support and advocacy will strengthen your employer brand and help you find candidates with the potential to become future alumni themselves.

Promote Job Openings to Alumni

Promoting job openings to your alumni network is a smart strategy. Your former employees already know and understand your company culture, values, and work. They can hit the ground running and may need less training or onboarding. Many ex-employees maintain connections with current staff and may even be interested in returning.

Reach out to your alumni through multiple channels to make them aware of available positions. Post openings on your company’s alumni website or LinkedIn page. Send an email blast with the listings or share them in your alumni newsletter. Make a special announcement on relevant alumni social media groups.

1. Highlight the Benefits: Emphasize the advantages of coming back to work for your organization. Mention things like:
2. Flexible work options (if available)
3. Competitive pay and benefits
4. Career growth opportunities
5. Chance to reconnect with former colleagues
6. Familiarity with systems, processes and clients

Pitch it as an opportunity to “come back home” to a place they already know and love. Your alumni will appreciate how their previous experience could make their transition into a new role so much smoother.

Make it Easy to Apply

Have a simple process set up specifically for alumni to express their interest in posted jobs. For example, create an “Alumni Careers” portal on your website where they can view openings and submit their resume with just a few clicks. Be sure to give priority consideration to qualified alumni applicants.

Leveraging your alumni network for recruiting is a win-win. Your company fills roles with candidates who need little ramp-up time, while former employees find new opportunities to contribute and advance their careers with an organization they already care about. Staying connected with your alumni and promoting job openings to them is a strategy that can yield great long-term benefits.

Offer Mentorship Programs for Alumni

Offering mentorship programs that pair alumni with current employees is a great way to strengthen your company’s connection to former staff. As mentors, alumni can share their experience and industry knowledge with mentees, helping them to develop skills and advance their careers. For the company, mentorship programs build goodwill with alumni and help ensure top talent is being developed and retained.

Build Relationships

Connecting alumni and current employees through mentorship builds relationships that benefit both parties. For mentees, having a more experienced mentor to turn to for advice fosters a supportive environment where they can grow in their role. For alumni, staying involved with the company and helping to develop up-and-coming employees is a way to maintain ties to an organization they were once a part of. These relationships can lead to new opportunities, collaborations and an exchange of ideas between alumni and current staff.

Share Knowledge

With years of experience, alumni have a wealth of knowledge and skills to share with mentees. They can provide guidance on topics like career advancement, industry trends, and avoiding common pitfalls. Mentees have the chance to learn from those who were once in their position, gaining insights that will help them to be more effective and strategic in their role. For the company, this transfer of knowledge from alumni to current employees helps to build a culture of continuous learning and improvement.

Develop Talent

By connecting mentees with experienced alumni, companies can help ensure their top talent receives the support they need to reach their full potential. Mentorship gives mentees the opportunity to strengthen key skills with the guidance of a seasoned professional. Over time, mentees become better equipped to take on more responsibility by learning from their mentor’s example. This focus on developing and retaining high-potential employees leads to a more engaged, productive workforce for the organization.

In summary, creating mentorship programs that pair alumni and current employees is a winning strategy for companies looking to build connections, share knowledge across generations and develop talent from within. With the support of mentors, up-and-coming employees can thrive in their roles and advance their careers, resulting in a highly-skilled workforce that will drive the company into the future.

Host Alumni Events to Strengthen Your Network

Hosting events specifically for your alumni network is a great way to strengthen those connections and tap into potential recruiting opportunities.

Reach Out and Engage

Send emails or LinkedIn messages to former employees inviting them to an alumni mixer or networking event. Let them know you value their continued relationship with the company and are interested in their career progress. Many will appreciate their former employer taking an interest in their success.

Create a Casual and Fun Atmosphere

For the event itself, aim for an informal vibe where people can connect over shared experiences from their time at the company. Consider hosting at a bar, restaurant or another venue where people can easily chat. Provide appetizers and drinks to make it an enjoyable experience.

Spot Potential Candidates

As people mingle at the event, keep an eye out for standout alumni who could be a good fit for current job openings. Strike up a conversation to get a sense of their interest in new opportunities, then follow up to express interest in them rejoining the team. They already have experience with your company culture and values, so they may transition back more easily.

Build Ambassador Relationships

Some former employees may not currently be looking to return but would be willing to act as ambassadors on your company’s behalf. Ask them if they would be open to providing references or referrals when you have positions to fill. Let them know you see them as an ongoing part of your team’s success.

Stay in Touch Post-Event

Reach out to attendees after the alumni event to express your appreciation for them coming. Mention any next steps discussed regarding job opportunities or ambassador roles. Extend an invitation for them to attend future events. Building long-term relationships with your network of former employees can lead to recruiting rewards for years to come.

Conclusion

So don't overlook your alumni network as a recruiting tool. These individuals already understand your company's culture and values. They have a proven track record of success in your environment. And they're likely open to coming back if the job and conditions are right. Reach out to former employees, set up an alumni database, and promote job openings on dedicated social platforms. You never know, your next great hire might be someone who already has your company DNA. Why not tap into that built-in talent pool? Your alumni are out there, so put those connections to work for you.