How do you build a strong alumni network?

The alumni are the true ambassadors of any institute. They are right there in the job market showcasing the value they derived from their institute. In order to build a strong alumni network, the foremost values of alumni relations department should be communication through right tools/media, providing networking opportunities to alumni, recognition of talented alumni with remarkable achievements, offering mentorship among alumni, engaging alumni in productive activities and promotion of alumni achievements/milestones.

One strategy that has proven effective in my experience is we initiated an alumni network where we regularly shared company updates, industry insights, and invitations to alumni-exclusive events. This approach not only helped us stay connected with former colleagues but also facilitated the exchange of knowledge and collaboration on various professional endeavours.

Building a strong alumni network involves engaging alumni through events, newsletters, and social media, providing networking and mentorship opportunities, offering professional development, recognizing alumni achievements, and seeking feedback for improvement. These strategies help institutions create a robust alumni network benefiting both alumni and the institution.

Building a strong alumni network involves maintaining connections with former employees and creating opportunities for ongoing engagement. Establishing an alumni program, hosting networking events, and leveraging social media or dedicated platforms help keep communication active. Regular updates through newsletters, company insights, and career opportunities keep alumni informed and involved. Encouraging mentorship, collaboration, and referral programs strengthens ties and adds value to both alumni and the organization. A well-managed alumni network fosters goodwill, enhances employer branding, and creates opportunities for rehiring or business partnerships in the future.

Make it as easy as possible for your alumni to get in touch with one another. I am a big fan of being a COOP alumni as the organization uses Slack religiously. Many well-established organizations have yet to convert to social platforms for various reasons. However, if you do have the capability to go where your alumni is, do so.

Also make sure you consider the career platform that is used by your University Careers Team. These platforms are often rich with alumni data and you may find that there is even a person who looks after alumni engagement in your University that has insider knowledge on potential networking opportunities!

Choose a platform that is familiar and user-friendly for the majority of your alumni. This could be a well-known social media platform like LinkedIn, where alumni can easily connect and network, a dedicated networking tool like Graduway, or a custom-built platform that meets the specific needs of your alumni. Remember, the platform should be easy to navigate and use, as this is crucial for increasing and maintaining engagement.

Build a strong alumni network by selecting a platform that aligns with your alumni's needs, such as networking, job opportunities, or mentorship. Choose a user-friendly, secure platform accessible on multiple devices, like a professional networking site or a dedicated portal, complemented by email and social media. Foster engagement by regularly highlighting alumni achievements, updating resources, and hosting events. Encourage feedback to tailor the network's offerings. A thoughtfully chosen platform and dynamic content create a valuable, active alumni community.

Choose the right tools and platform, LinkedIn is an excellent tool to uncover alumni network. Reach out to well respected professionals and engage with alumni in meaningful ways. Define your purpose, what value can you bring to alumni. Why should you form a professional relationship?

Building a strong alumni network starts while employees are still within the organization. I believe employers should create a positive culture at the workplace and have genuine interest in each person's career aspirations. When a person leaves the company, the exit should be done in the most positive way. A talent mismatch today might become an opportunity tomorrow, for both the talent and the company. Checking on your alumni from time to time and maintaining regular communication with them strengthen your network.

Building a strong community is central. Start to think of it more in terms of what you can offer to others rather than what you can take from the group. Your expertise, insights and knowledge will help you to stand out amongst your peers. This in turn will strengthen your credibility and trust factor.

Create a sense of belonging and camaraderie among the alumni. Regularly organize events, both online (like webinars, online workshops or virtual happy hours) and offline (such as annual reunions, alumni dinners, or guest lectures) that bring alumni together. These events can serve as an opportunity for alumni to network, share experiences, and form meaningful bonds.

An alumni network can only be successful if we hold annual activities that connect alumni and share what is meaningful to them in terms of professional development. If we are too busy to hold offline activities, we should also hold online activities every month to maintain the connection among community members. Without these activities, it is difficult to maintain the alumni network.

Your alumni networks’ reputation reflects the overall image of your organization. Stay in touch with alumni that you do not want to miss out on. Remember that all relationships are a two-way street and can always be improved upon with thoughtful gestures.

Shape your content to recent, and relevant, topics of interest in the sector or profession you are a practitioner within. Consider sharing information, data, or templates you have found particularly useful, and don't just 'repost', add your insights, comments, and suggestions alongside existing content.

Cater to the interests and needs of your alumni by sharing beneficial articles, resources, and services. This could be job postings for those seeking career advancement, industry news for those wanting to stay updated in their field, or updates about your institution to keep alumni informed about campus news and events.

Always think of your network as a growing and make sure you introduce other people as well. Being a natural connector is a great advantage when networking. This in turn may result in other people introducing you to their network too.

Something I invested time into in previous roles was educating colleagues on the importance they play in attracting top talent to the organisation. More than ever it's possible for candidates to do their own due diligence on potential employers, and with a market increasingly candidate led, it is essential to tap into the greatest asset of all, our people, to advocate the strengths and virtues of our organisation. Through just a few clicks, anybody can see the employees of any given company, those using platforms such as LinkedIn at least, and a quick scan of their output tells a story one way or the other. This doesn't mean everybody can/should be content creators, but simple gestures such as sharing/liking of posts signals engagement.

Actively invite new graduates to join the network and incentivize existing members to bring in their peers by offering referral programs. Use various channels like newsletters, social media, alumni spotlights, and word-of-mouth to promote the network and highlight its benefits.

Companies thrive to improve candidate experience when they are hiring. Similarly, I think employee experience during exit is also important. Despite the reason of separation, try to treat every employee with respect and provide a seamless transition experience. Ex employees will remember their last days in the company, if they were good, or not so good. And if it is the latter - chances of having a strong alumni network are thin.

Having a strong Alumni network starts with putting your employees at the center of the growth conversation, and sometimes that includes being okay with developing talent to a certain point and then letting them go into other companies to grow and learn in ways that you might not be able to offer them.

How can we make every alumni feel like an active contributor? Introduce micro-volunteering, where members offer bite-sized support or expertise. This approach keeps engagement high and fosters a community where even small contributions lead to big impacts, strengthening the network's sense of unity and purpose.

Regardless of the business you're in, your biggest asset will be people. Build connections you see yourself growing with. Another great way to sustain these relationships is to treat them like friendships, invite old colleagues/employees out to conferences and other in-person events to catch up and brainstorm ideas. A third party perspective can inspire you in directions you had not considered before.