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Candidate Retention

In: Talent Relationship Management

Author

Listed:
  • Armin Trost

    (Furtwangen University)

Abstract

Having examined the Employee Value Proposition and active sourcing strategies, we now come to the third component of TRM: candidate retention. The essence of the idea is quite simple. You usually only meet good people once in life, which is why employers should make every effort to hold onto any promising candidates they meet and deem suitable for their company. I will use an example to further explain this idea. A student has enjoyed an internship at a company, and was found to be a talented, motivated, socially involved person. The company would like to employ this student straight away, but he/she “unfortunately” needs to complete his/her studies. In this case, candidate retention would mean actively maintaining contact with this person so as to secure them at the company once his/her studies are over. But this is just one example to help clarify the concept.

Suggested Citation

  • Armin Trost, 2014. "Candidate Retention," Management for Professionals, in: Talent Relationship Management, edition 127, chapter 7, pages 91-107, Springer.
    • Handle: RePEc:spr:mgmchp:978-3-642-54557-3_7
    DOI: 10.1007/978-3-642-54557-3_7
    as

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