Growing Your Staff? Try Remarketing to Old Applicants First

Your business has grown and its time to grow your staff. You need to staff more people for some of the same positions in your business, so you post your job to attract candidates. 

Usually, there’s a waiting period between when you post your job and when you start receiving quality candidates. Sometimes that period is short, if you’re hiring for a less specialized position, but sometimes that period can be very, very long.

How do you stay productive during that waiting period to still hire fast?

Start remarketing to applicants.

Remember that you should treat applicants like sales leads. And just like you run a remarketing campaign for sales leads or previous customers, you can also remarket to applicants.


How Do I Start Remarketing to Applicants?

You can start remarketing to applicants by making a list of applicants that have applied to the position you’re hiring for previously. Do this either through an excel spreadsheet or even better yet, your applicant tracking software (ATS). CareerPlug clients who might have made an applicant inactive due to lack of fit can reactive those applicants and put them back in their talent pipeline.

Once you pool together your previous applicants, it’s time to start figuring out who’s worthy of that candidate status. Identify any applicants that meet the skill sets you need. Keep the ones who meet the skill set and mark the other ones as inactive. 

If you brought in any of these applicants for a phone interview, an in-person interview, or just had them complete any sort of assessment, make sure you look through those notes as well before making a decision to keep them.

Finally, its time to start reaching out to your new candidates. This can sometimes be daunting because you might have established some sort of relationship between the candidate previously. If they interviewed for you, they might still bear some feelings of disappointment for being rejected.

So, what do you communicate to your new candidates to make them reconsider joining your growing company?


How to Convert Rejected Applicants Back to Candidates

When converting rejected applicants back to candidates, it’s important to focus on the good rather than the bad. Some of these rejected applicants may have spoken or met with you previously.

The conversation you need to have with these new candidates has to be around why you think they would be a good fit for the position now. This time, you need to sell them on why they should work with you rather than the candidate doing the selling.

Here are some ideas to include in your messaging to your new candidates.

Strengths: Take some time to talk to your new candidates about their strengths in relation to why you are considering them for this position. You can use their resume and notes from interviews to find these.

Areas for Opportunity: Think of 3-5 areas in which the candidate can positively impact the business. They can be either business-related items (ex. able to share industry knowledge) or non-business related items (ex. culture fit).

Career Path Desires: The best candidates want to continuously develop professionally. Make sure you are on the same page with these candidates on how your job fits in with their career path. If they don’t see a way to grow or you can’t offer growth, it’s important to be aware of this. Considering career path alignment could save you from employee turnover.

Desired Salary: This is probably the most important conversation you will have with a candidate. If their desired salary is not in line with what you’re offering, it will be hard to get a signed offer letter from a candidate. Have this conversation early so you can see which candidates align with the salary you will offer.


What Should I Use to Communicate with New Candidates?

There are a number of different channels you can use to remarket to applicants. The channel you use should be based on how quickly you need to hire and how much rapport you have built with these candidates.

Similar to and remarketing and retargeting campaigns you might run with your sales leads, you can use email, phone, and social media.

Here is a list of channels you should use based on how you communicated with the applicant previously.

Email – for the applicant you haven’t communicated with

Email can be great for reaching out to candidates in bulk. Use this for reaching out to applicants that you haven’t interacted with. We recommend creating an email template that you can use for rejected applicants that you are now considering. An ATS can save you time here by saving templates for quick access.

Phone – for applicants you have communicated with

Giving new candidates a call is a great way to build on the rapport you have might have established with them during a phone or in-person interview. We recommend reaching out via email beforehand to set up a call.

Retargeted Ads – for both when you need to hire quick

For most companies, the first two options should work perfectly well. If you are really in a pinch for hiring and are willing to put money behind remarketing, consider also displaying ads via Facebook and LinkedIn to candidates.

You can remarket to applicants by adding them to a custom audience to send them ads. To do this, you need to create an ad campaign and upload a list of emails of applicants.

LinkedIn Messages – for applicants you have communicated with

If you can’t set aside time to make a phone call, try reaching out via LinkedIn. It can be a little more personal than email and can give you a better chance of having your message seen.

Recent Posts

Steve Fowler

Manager of Partner Growth

Christina Waite

Platform Engineering Manager

Taylor Coleman

Tier 2 Manager

Al Foote

Consultant Manager

Sydney Kidd

Tier 1 Manager

Nicolle Gatlin

Manager of Partner Success

Aiden Kinney

Consultant Manager

Joe Lepis

Engineering Manager

Polly Schandorf

Engineering Manager


Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.


Brandy Lee

Business Intelligence Manager

Eric Morales

Manager of Account Executives

Kirsten Penaloza

Director of Client Experience

Zach Garcia

Senior Manager of Operations

Tulay Solak

HR Manager

Tyler Berndsen

Manager of Partnership Account Executives

Ashley Johnson

Senior Manager of Partner Services

Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Kate Sensmeier

VP Marketing

Ashley Garia

Director of Product Marketing

Canaan Davis

Director of Engineering

Teresa Hall

Director of UX & Product Design

Brad Pilot

Senior Director of Sales

Leslie Chamberlain

Senior Director of Client Experience

Natalie Morgan

Senior Director of People

Andrew Robinson III

Vice President of Product and Engineering

Chris Igou

VP of Business Development

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.