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Cultivating a talent network is the best strategy for exponentially multiplying the number of candidates who could apply for vacant job roles.
Only 25% of the workforce are looking for a new position at any one time. A further 15% are putting feelers out within their networks, tip-toeing around the idea of getting a new job. Whereas 60% are passive. These people aren’t looking for new jobs, but they could be persuaded. Not all, of course.
Some might be very happy where they are. But many staffers are quietly dissatisfied. More money, a better working environment, a shorter commute, more chance for career progression, a realistic bonus structure; all good reasons to jump ship.
Finding those who aren’t looking, but would consider a new challenge isn’t easy, but with search, social, employee programs and content marketing you can create a steady inbound pipeline of prospective candidates.
- Educate Stakeholders
Staff can’t tell friends and contacts about new opportunities if they aren’t aware of them. HR needs to break out of its walled cubicle and engage with staff at all levels, including senior management who are more likely to be aware of star players working for competitors.
- Review the ROI: Passive v Active
Compare a warm sales lead to a cold one. A warm introduction to one where both parties don’t know one another. It is the same with recruitment.
Business is all about trust. Knowing in advance that someone can vouch for a candidate’s abilities and character saves a lot of time and money. Conduct a comparison; use this as your argument for investing in a passive talent sourcing program, one which rewards employees for successful referrals.
- Have a Vacancy Timeline
You may not know when someone is going to leave, but you should know hiring needs for at least the next few quarters. Feed this information through internal comms, so that staffers are aware in advance the kind of skills and experiences you need.
- Create Pull Content
Job ads aren’t the only way to get the attention of new team members.
Create content that gives a ‘behind the scenes’ look at life in your office(s). Ensure this, and other HR-focused content is constantly fed into your social media and search marketing campaigns. Make it easy for potential candidates to take an interest in your brand.
- Have An Active Employee Referral Program (ERP)
Give employees an incentive for them encouraging friends, family and contacts to send in a resume. Make this program inherently social and mobile (from content to the application process), to reduce any friction in the pipeline.
Compared to the standard cost of recruitment, employees sending you qualified candidates save time and money. Reward them for this with an adequate bonus.
Once you have an active pipeline in place, keep reviewing it. Start to set targets that monitor how it’s doing and where improvements can be made ongoing. Your next star hire could only be a few clicks away.
Social Paul
A recruiter who knows how to convert talent by using various tactics on Social Media. Follow Paul here! If you are interested to learn more about Candarine contact us today!
