Losing a recruit can feel like a major setback, but it doesn’t have to be the end of the story. In this episode, I share six critical steps to take after losing a recruit—actions that will keep you relevant and increase your chances of eventually winning them over. If you want to build a system that ensures you never truly lose a great recruit, this episode is for you.

Episode Breakdown

• [00:00] Introduction – The challenge of losing a recruit and why handling it correctly can turn losses into future wins.
• [02:00] The Reality of Recruiting – Why losing a recruit is inevitable but how you respond determines your success.
• [03:30] The Power of Belief – How your confidence in a recruit’s fit can impact their decision-making process.
• [05:00] The Aha Moment Strategy – Why creating an "epiphany bridge" is essential to shifting a recruit’s perspective.
• [07:30] The Roadmap to Business Growth – How offering a clear, structured plan can make you the most valuable option.
• [09:00] Why Many Recruits Have Doubts – The data behind why 25-35% of recruits leave their new job within 90 days.
• [10:30] The 90-Day Retargeting Plan – How to remain relevant with a recruit who chose another company.
• [12:00] The Six Touchpoints – A structured approach to checking in every 15 days for three months.
• [13:30] Day One Strategy – How to offer immediate value by helping recruits optimize their transition.
• [15:00] Creating Value in Follow-Ups – How to craft messages that keep the conversation open and build trust.
• [17:00] The Long-Term Play – Why staying in contact beyond the initial 90 days increases your chances of bringing them back.

Key Takeaways

1. Losing a Recruit Isn’t the End – Many recruits second-guess their decision, making follow-up critical.
2. Confidence Creates Influence – If you truly believe a recruit belongs on your team, communicate that with conviction.
3. Create an Aha Moment – Provide a clear roadmap to success that helps recruits see you as the best choice.
4. Follow the 90-Day Plan – Engage with lost recruits every 15 days through six structured touchpoints.
5. Offer Immediate Value – Help recruits optimize their transition, even if they choose another company.
6. Play the Long Game – Keep the relationship open and be the first person they think of when reconsidering.

Recruits who leave aren’t always gone forever. By staying engaged, providing value, and structuring your follow-ups with intentionality, you dramatically increase your chances of winning them back. Every lost recruit is a future opportunity—if you handle it the right way.

Want to refine your recruiting follow-up system? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a system that ensures you never truly lose a great recruit.