How to Narrow in on Elusive Passive Candidates

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Today’s job market is candidate driven. If you sense that your talent acquisition process is falling short, it may be because you need to step up your strategy when it comes to recruiting passive candidates. These are top performers in their field who are currently employed; however, they may be open to the right opportunity for change.

Sourcing passive candidates is all about relationship building. According to a recent LinkedIn survey, 80 percent of passive candidates are satisfied with their current roles – as opposed to only 52 percent of active candidates.

Why Recruit Passive Candidates?

Passive candidates are the best at what they do. This is not to say there aren’t a lot of highly qualified active candidates on the market, but there are a number of reasons why you should include a robust plan for sourcing passive candidates in your hiring strategy:

  • Passive candidates are 120 percent more likely to want to make a positive impact, 32 percent more likely to seek out challenging work, and 17 percent less likely to require skill development.
  • Focusing on passive candidates can save you significant time. When hiring active candidates, you typically have to spend disproportionate hours weeding out the small handful who are qualified and within your desired salary range for a job. Passive candidates are preselected by recruiters, which allows you to bypass all this work.

How to Source Passive Candidates

Landing passive talent can be a slow, sometimes fragile process – but it pays off many times over. It is less about selling and more about developing relationships and whetting opportunities for growth at your company.

  • Build a talent pipeline. This is a pool of potential candidates who may, at some point today or in the future, want to work for your company. When an opportunity becomes available, you can sift through your pipeline for potential hires.
  • Find out which LinkedIn groups have attracted top candidates. LinkedIn is overflowing with passive talent. Look at posts and comments, and include your job openings on groups where promising candidates participate.
  • Check out MeetUp.com to find groups that include your target candidates. You don’t have to physically go to meetings. You can message members and dialogue on line.
  • Branch out. There’s a good reason why 92 percent of companies use social media to recruit candidates. A quick tweet or post is highly shareable. The informality of social media is important when recruiting passive candidates because it is more conducive to relationship building. Use a variety of platforms to tell your company story and convince candidates that it’s a good place to work. For instance, hold a Twitter Q&A session, which leads to open dialogue.
  • Encourage current employees to talk about your openings via their own social media sites. Employee referrals yield the highest application-to-hire conversion rate, and referral hires have greater job satisfaction and they stay at companies longer.
  • Highlight growth opportunities at your company. Give candidates a way to see themselves advancing their careers with your organization – and create a connection.

Selecting the right recruitment team is a competitive edge. From coast to coast, CPS Recruitment delivers opportunities and builds lasting strategic partnerships between employers and the best candidates. Contact us today to learn more.

 

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