[conili]

hi everyone,

I'm wondering, what does everyone do with nonsuccessful candidates in a job order after another one has been placed for that role? For some reason, my first instinct is to remove them after some time, to keep it cleaner looking and then in the Candidates overview tab, their Status is blank and I find that nicer than having an old Status from an old job order there. For reference, I work at a company where we do a lot of Freelance hiring as well as Permanent Roles and since our industry is so niche, it's often we reconsider candidates multiple times over the years for positions and/or for multiple different Freelance projects.

Just looking for any insight around this, thank you!

[watsicagaylord]

That's an excellent question! While cleaning up seems natural, I'd want to leave them in the system, especially given your specialty industry and frequent recruiting. Consider them a significant talent pool. Instead of eliminating, might you try utilizing a specific "Not Selected (Role Name)" or "Future Prospect" status? This manner, you may have a clear picture of active candidates for present opportunities while still having a searchable database for future needs, avoiding rediscovering fantastic people.

[JosephMcAndrew]

I appreciate your perspective. While a clean candidate view is desirable, I find historical status valuable for context. Knowing a candidate's past applications, even failed ones, informs my current evaluation and outreach strategy. Erasing that could lead to redundant contact. Perhaps a customizable status display could bridge our needs, preventing unnecessary repeat submissions from candidates. bad parenting ?

[jemi_anderson]

It’s a great question! From my experience, it’s important to keep a clean and organized candidate overview, especially if you frequently reconsider candidates for different roles or projects over time. Removing candidates after they’ve been placed in a role makes sense for keeping things streamlined, but it’s also helpful to maintain records, especially if they could be a good fit for future opportunities.

In industries like ours, where candidates might be reconsidered for multiple projects or roles over the years, I’d recommend keeping a system where you can easily flag or categorize them for re-evaluation. This would allow for a more efficient process down the line. Similarly, just as industries like freelance hiring or permanent roles benefit from clear and accessible systems, businesses in Saudi Arabia also rely on compliance with standards such a https://iso-saudigulf.com/haccp-certification to ensure ongoing success and sustainability in food safety management. The same level of organization and attention to detail can be applied to managing candidates for long-term success!