One creative tactic we used to keep candidates engaged and excited while in our talent pool was launching a dedicated newsletter for our first-ever internship cohort. PatientPoint made all our Summer 2025 intern hires before the end of 2024, which meant we had a unique challenge - keeping a group of excited, soon-to-be teammates engaged and connected for over six months before their official start date. Rather than let that momentum fade, we built a communications strategy specifically for them. The intern newsletter became a central part of that strategy. Each edition included a mix of engaging content, such as "Meet the Team" features spotlighting current PatientPoint employees that interns would work alongside or learn from—so they could begin forming connections and gain a better understanding of our culture and values. We also included company news, highlighting recent product launches, awards, and innovations, to give interns an inside look at the impact they would soon be contributing to. Perhaps most importantly, we introduced intern spotlights, short features on each incoming intern, to help them get to know one another and feel part of a team before day one. This newsletter was complemented by ongoing communication from their future managers and touchpoints with other PatientPoint teammates. By layering formal content with authentic connection points, we kept the cohort excited and informed, and ensured that the long runway between offer and start didn't feel like a holding pattern. The impact on candidate experience was significant. Interns arrived already familiar with each other, the team, and our work, which helped them onboard faster and more confidently. Several shared that they felt like PatientPoint employees well before their first day, which validated the value of the approach. Our goal is about fostering early belonging. That sense of connection, purpose, and anticipation helped set the tone for a strong, successful internship experience and positioned us to re-engage them for future opportunities post-internship.
One creative tactic I used to keep candidates engaged in our talent pool was sending them personalized "behind-the-scenes" content about our company. I created a series of short videos featuring team members talking about their roles, office culture, and what they love most about working here. These were shared via email and on our private candidate portal. It helped give candidates a glimpse into our company beyond just the job description. I also included industry news and resources that might help them grow professionally, keeping the communication helpful and relevant. This approach really paid off, as I received feedback from several candidates who appreciated the personal touch and felt more connected to our brand. It kept them excited about the opportunity and helped us build a stronger relationship, which in turn improved their overall candidate experience and engagement throughout the hiring process.