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Candidate Retention Specialist

Accra, ACC, GhanaCandidate Success & ExperienceFull-time

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CANDIDATE RETENTION SPECIALIST

JOB OVERVIEW

Sizanid Staffing is looking for a proactive and relationship-focused Candidate Retention Specialist to develop and maintain strong relationships with candidates throughout the recruitment and employment lifecycle. The successful candidate will focus on keeping candidates engaged, informed, and connected to Sizanid Staffing while reducing candidate drop-off and improving long-term candidate relationships.

The role will monitor candidate engagement, identify potential disengagement or withdrawal risks, conduct regular follow-ups, gather candidate feedback, and collaborate with Recruitment, Candidate Engagement, HR, and Account Management teams to strengthen candidate retention and experience.

JOB SUMMARY

The Candidate Retention Specialist is responsible for developing strategies and activities that encourage candidates to remain engaged throughout recruitment and, where applicable, throughout their placement or employment journey.

The position will monitor candidate activity, maintain regular communication, identify retention risks, address candidate concerns, and support initiatives designed to improve candidate satisfaction, engagement, and continued participation.

The role requires strong relationship-management, communication, problem-solving, organization, and analytical skills, together with the ability to build trust and handle sensitive candidate concerns professionally.

KEY RESPONSIBILITIES

1. Candidate Relationship Management

  • Build and maintain professional relationships with candidates throughout the recruitment lifecycle.
  • Serve as a key point of contact for assigned candidates.
  • Maintain regular communication with candidates to understand their needs and concerns.
  • Provide candidates with relevant updates regarding opportunities and recruitment processes.
  • Develop long-term relationships with qualified candidates and talent pools.
  • Maintain accurate records of candidate interactions and engagement activities.

2. Candidate Engagement

  • Develop and implement activities to keep candidates engaged throughout recruitment.
  • Maintain regular follow-up with candidates at key stages of the recruitment process.
  • Share relevant job opportunities, career resources, company updates, and other approved content.
  • Encourage candidates to remain active and responsive during recruitment.
  • Identify opportunities to strengthen candidate engagement.
  • Collaborate with the Candidate Engagement and Recruitment teams on engagement initiatives.

3. Candidate Retention Monitoring

  • Monitor candidate activity and engagement throughout the recruitment process.
  • Identify candidates who may be disengaging or considering withdrawal.
  • Track candidate response rates, interview attendance, assessment completion, and other engagement indicators.
  • Maintain records of candidate retention and drop-off trends.
  • Identify recurring reasons for candidate withdrawal or disengagement.
  • Escalate significant retention risks to the appropriate manager.

4. Candidate Follow-Up

  • Conduct timely follow-ups with candidates regarding recruitment activities and outstanding requirements.
  • Contact candidates who become inactive or unresponsive.
  • Follow up after interviews, assessments, offers, and other key recruitment stages.
  • Remind candidates of deadlines and upcoming recruitment activities.
  • Maintain consistent communication without compromising the candidate experience.
  • Record relevant follow-up activities in approved systems.

5. Candidate Concerns & Issue Resolution

  • Listen to candidate concerns and provide appropriate support.
  • Identify factors that may affect candidate engagement or willingness to continue.
  • Resolve routine candidate concerns within the scope of the role.
  • Coordinate with Recruitment and HR teams to address more complex issues.
  • Escalate sensitive or unresolved matters appropriately.
  • Maintain records of candidate concerns and resolutions.

6. Candidate Feedback

  • Collect feedback from candidates regarding their recruitment and engagement experience.
  • Conduct candidate satisfaction surveys and feedback activities where required.
  • Identify recurring themes in candidate feedback.
  • Analyze feedback to identify areas for process improvement.
  • Share relevant feedback and insights with management.
  • Support initiatives designed to improve the candidate experience.

7. Offer & Pre-Employment Retention

  • Maintain communication with candidates after offer acceptance and before their start date.
  • Monitor candidate engagement during the pre-employment period.
  • Identify potential risks of offer withdrawal or failure to commence employment.
  • Conduct appropriate follow-ups with candidates during the notice or waiting period.
  • Coordinate with recruiters and HR regarding candidate concerns that may affect offer acceptance or commencement.
  • Support a smooth transition from recruitment to onboarding.

8. Candidate Pool & Talent Community Management

  • Maintain relationships with qualified candidates who are not immediately placed.
  • Develop and maintain active candidate talent pools.
  • Keep candidate profiles and contact information up to date.
  • Communicate relevant future opportunities to suitable candidates.
  • Re-engage previously qualified candidates for new opportunities.
  • Support the development of long-term talent pipelines.

9. Candidate Data & CRM Management

  • Maintain accurate candidate engagement information in ATS, CRM, HRIS, or other approved systems.
  • Record candidate interactions, preferences, concerns, and engagement status.
  • Conduct regular data quality checks.
  • Update candidate statuses and relationship records promptly.
  • Generate candidate engagement and retention reports.
  • Maintain confidentiality and appropriate data security.

10. Retention Analysis & Reporting

  • Monitor candidate retention and withdrawal trends.
  • Analyze candidate drop-off rates at different recruitment stages.
  • Track reasons for candidate withdrawal and disengagement.
  • Prepare regular candidate retention reports.
  • Identify patterns that may require management attention.
  • Provide data-driven insights to support improvements in candidate engagement and recruitment processes.

11. Recruitment Team Collaboration

  • Work closely with recruiters to identify candidates requiring additional engagement.
  • Provide recruiters with updates on candidate concerns and retention risks.
  • Support recruitment teams with candidate follow-up activities.
  • Collaborate with Candidate Support and Candidate Onboarding teams to ensure continuity of candidate experience.
  • Work with HR and hiring managers when candidate concerns require additional intervention.
  • Contribute to recruitment and talent management initiatives.

12. Candidate Experience Improvement

  • Identify opportunities to improve the overall candidate experience.
  • Recommend improvements to communication, follow-up, and engagement processes.
  • Support the development of candidate engagement resources and communication templates.
  • Monitor candidate feedback following process changes.
  • Participate in projects aimed at improving candidate satisfaction and retention.
  • Promote consistent and professional candidate engagement practices.

13. Retention Campaigns & Initiatives

  • Support the development of candidate retention campaigns.
  • Design or coordinate candidate engagement activities through approved communication channels.
  • Support newsletters, career updates, talent community communications, and candidate events where applicable.
  • Track engagement with retention initiatives.
  • Evaluate campaign results and provide relevant insights.
  • Recommend improvements based on candidate engagement data.

14. Confidentiality & Compliance

  • Maintain strict confidentiality when handling candidate information.
  • Follow company policies relating to candidate engagement and data management.
  • Handle candidate information securely and responsibly.
  • Support compliance with applicable recruitment and data protection requirements.
  • Ensure candidate communication follows approved company standards.
  • Report potential privacy, compliance, or data security concerns to the appropriate manager.

KEY PERFORMANCE INDICATORS (KPIs)

  • Candidate retention rate
  • Candidate drop-off rate
  • Candidate engagement rate
  • Candidate response rate
  • Candidate follow-up completion rate
  • Offer acceptance rate
  • Pre-employment withdrawal rate
  • Interview attendance rate
  • Assessment completion rate
  • Candidate satisfaction score
  • Candidate issue resolution time
  • Candidate re-engagement rate
  • Talent pool engagement rate
  • Candidate database accuracy
  • Retention campaign engagement
  • Completion of candidate retention initiatives

QUALIFICATIONS

  • Bachelor's degree in Human Resource Management, Business Administration, Psychology, Communications, Sociology, Marketing, or a related field.
  • Professional certification in Human Resources, Recruitment, Customer Relationship Management, or a related discipline is an advantage.
  • 1–3 years of experience in recruitment, candidate engagement, customer relationship management, HR, talent management, customer service, or a related role.
  • Experience in candidate engagement, recruitment coordination, customer retention, or relationship management is preferred.
  • Experience using ATS, CRM, HRIS, or candidate engagement platforms is an advantage.

REQUIRED SKILLS & COMPETENCIES

  • Candidate relationship management
  • Candidate engagement
  • Candidate retention
  • Recruitment coordination
  • Customer relationship management
  • Communication and interpersonal skills
  • Follow-up and relationship building
  • Conflict resolution
  • Problem-solving
  • Active listening
  • Data analysis
  • Candidate experience management
  • CRM and ATS systems
  • Reporting and documentation
  • Attention to detail
  • Confidentiality
  • Organization and time management
  • Stakeholder management
  • Research skills
  • Customer service
  • Process improvement

CORE VALUES

  • Integrity
  • Empathy
  • Respect
  • Professionalism
  • Responsiveness
  • Accountability
  • Confidentiality
  • Excellence
  • Transparency
  • Continuous Improvement

WORKING RELATIONSHIPS

Internal:

  • Recruitment Manager
  • Candidate Engagement Manager
  • Recruiters
  • Candidate Support Specialists
  • Candidate Onboarding Specialists
  • HR Team
  • Talent Acquisition Team
  • Hiring Managers
  • Account Management Team
  • Operations Department
  • Training Team
  • Senior Management

External:

  • Job candidates
  • Talent community members
  • Recruitment platforms
  • Candidate engagement technology providers
  • Assessment providers
  • Training and career development providers
  • Recruitment service providers

ROLE EXPECTATIONS

  • Maintain strong and professional relationships with candidates throughout the recruitment lifecycle.
  • Proactively identify and address candidate disengagement risks.
  • Provide timely and consistent candidate follow-up.
  • Support candidates in navigating recruitment processes and addressing concerns.
  • Maintain accurate candidate engagement and retention records.
  • Monitor candidate feedback and identify opportunities for improvement.
  • Support offer acceptance and pre-employment engagement activities.
  • Maintain active relationships with qualified candidates in talent pools.
  • Collaborate effectively with Recruitment, HR, Candidate Engagement, and Onboarding teams.
  • Maintain strict confidentiality of candidate information.
  • Use candidate engagement data to support process improvements.
  • Demonstrate empathy, professionalism, communication skills, organization, and accountability.