Candidate Retention

Armin Trost
Additional contact information
Armin Trost: Furtwangen University

Chapter 7 in Talent Relationship Management, 2014, pp 91-107 from Springer

Abstract: 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.

Keywords: Customer Relationship Management; Retention Activity; Retention Measure; Sales Process; Employee Retention (search for similar items in EconPapers)
Date: 2014
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:spr:mgmchp:978-3-642-54557-3_7

Ordering information: This item can be ordered from
http://www.springer.com/9783642545573

DOI: 10.1007/978-3-642-54557-3_7

Access Statistics for this chapter

More chapters in Management for Professionals from Springer
Bibliographic data for series maintained by Sonal Shukla () and Springer Nature Abstracting and Indexing ().