Silver Medal Candidates | A Built-in Talent Pipeline

At Idealist, we spend a lot of time listening to organizations, learning about pain points, and identifying ways Idealist can provide support. Over the last several months, we’ve heard a lot about the recent hiring challenges facing the nonprofit sector. Here’s what we’ve been hearing:

• It’s taking a lot more time to fill open roles.
• Qualified candidates are in high demand.
• We’re all trying to be resourceful in appealing to the right applicants for open positions.

It’s possible, however, that your next great candidate is someone who has already gone through your interview process—what I like to call, your silver medal candidates.

What is a silver medal candidate?

A silver medal candidate is that applicant who almost got the job, but came in a close second to someone else. Someone you really saw as being a fit for the role for which they interviewed, and a fit for your organization as a whole. And while they might not have been the one for that previous role, there is a high probability that they could be exactly what you're looking for with your next job opportunity.

Your silver medal strategy

The key to keeping a silver medal candidate in your pipeline starts with your internal hiring processes. If candidates have a positive experience going through your interview process (even when the process doesn’t end in a job offer) they are likely more willing to go through it again. Using tools like a pre-hire checklist will help with ensuring that positive experience.

The beauty of a silver medal candidate is you already confirmed their affinity for your mission, they’ve made it past your screening process, and they are more likely to respond to your outreach. 

Having a plan in place focused on silver medal candidates is the first step in keeping them in your pipeline. Whether you have something in place or are building your plan from scratch, here are a few things to consider:

• After you reject a candidate for the role they applied for, how will you communicate your interest in keeping them in your talent pipeline?
• Touchpoints are important, so map out a frequency for staying in touch with these candidates. And take into consideration topics they’ll be interested in hearing about, whether that’s mission impact, securing new funding, or perhaps the planning of a new program.
• Connect with your candidates on LinkedIn so you passively get updates about their accomplishments and job search.
• If another role is imminent, invite your silver medal candidates to connect again in-person. Set up an informal coffee date to gauge their interest and get the ball rolling. 

Keeping silver medal candidates warm

In our most recent survey of job seekers, we learned that 74% get no response from organizations after they submit an application. No one likes to be ghosted, so make sure you are communicating with every candidate throughout the process. 

Received an application? Send a thank you. Have a timeline for interviews and stick to it, and if something changes, let candidates know. After every interaction, have your next one planned and scheduled. 

Need help? Use our templates to effectively craft a rejection letter and for keeping candidates warm. 

Got a great silver medal candidate, but not likely to hire anytime soon? If the answer is yes, then you are in the perfect position to play matchmaker. Pass along those candidates to nonprofit peers you know are looking for great talent. It’s tough out there and organizations can use the help.