Not everything can be covered with AI; The strategic value of keeping alumni relations
As part of our 20th anniversary Trescon Slovenia decided to also share a special moment at an alumni get-together that we organized in May. It was a chance to catch up with some of our ex-colleagues and share some fun stories that happened while creating this path on which we continue to travel in the world of recruitment and business.
In today’s competitive talent market, the employee lifecycle doesn’t end with an exit interview. Forward-thinking companies are increasingly recognizing the long-term value of staying connected with former employees—not just out of courtesy, but as a strategic asset in employer branding.
Former employees, often referred to as “corporate alumni,” can be among a company’s most powerful brand ambassadors—or, conversely, its most vocal critics. The way organizations manage offboarding experience and the post-employment relationship can significantly influence how their employer brand is perceived in the labor market.
Why Alumni Networks Matter
Corporate alumni represent a unique group. They know the organization from the inside, have seen its culture firsthand, and often maintain professional relationships with current employees. If their departure was managed with respect, transparency, and warmth, they can become advocates, referring top talent, speaking positively about the company, or even returning in a “boomerang hire” scenario.
For candidates evaluating potential employers, word of mouth remains a powerful source of information. Glassdoor reviews, LinkedIn posts, and casual conversations carry more weight than polished career websites. A strong alumni community can amplify positive stories, enhance credibility, and create a reputation of long-term employee support—key traits that job seekers increasingly look for.
Employer Branding: Beyond Marketing
Employer branding is not just about recruitment campaigns or catchy taglines. It is deeply rooted in the genuine experience of employees—past and present. Companies that are known for treating people well at every stage of employment, including after they leave, differentiate themselves in a saturated talent market.
Building and maintaining an alumni network reflects maturity in HR strategy. It shows that a company values people not just for the time they spend within its walls, but as part of a lifelong professional network. This fosters trust and signals to prospective employees that their career journey will be respected, even if it takes them beyond the company at some point.
Practical Ways to Engage Former Employees
Establishing a formal alumni program doesn’t require significant resources, but it does require intent and consistency. Some practical steps include:
- Create an alumni database: Keep contact information updated and segment by skills, departments, or regions for tailored communication.
- Send periodic newsletters: Share company news, career opportunities, and professional development content.
- Host alumni events: Invite former employees to networking events, panel discussions, or social gatherings.
- Leverage social media: Create closed LinkedIn groups or Facebook communities for ongoing connection.
- Recognize achievements: Celebrate alumni accomplishments and highlight their continued impact in other roles.
Alumni as Strategic Assets
Former employees can offer much more than warm feelings. They may become clients, business partners, or even mentors to current staff. They often bring fresh perspectives and can act as informal consultants. In some cases, rehiring former employees can be faster, more efficient, and more successful than onboarding someone completely new.
Conclusion
In a time when employer reputation plays a pivotal role in attracting and retaining talent, maintaining strong relationships with former employees is more than just good manners—it’s good business. By investing in alumni engagement, companies not only strengthen their employer brand but also foster a network of professionals who can contribute to the organization’s success long after they’ve left the building.
The question forward-looking organizations should ask themselves is not “Why should we keep in touch? « but “Can we afford not to?”
Article written by Sarah Antlej, CFR Global Executive Search Slovenia