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Great businesses are built on strong talent, but finding and sourcing that talent is a constant challenge.
Most people in the workforce are happy where they are, or at least not keen to move anytime soon. Only 25% of the workforce are known as active candidates. Active candidates are easy to find. They will be sending their resume out, working on their LinkedIn profile and responding to any suitable job posting that catches their eye. Recruiters will also have hundreds if not thousands on file.
Active candidates fill the majority of job postings.
This doesn’t mean you should discount the rest of the workforce. Active candidates may not be the best solution for your organization, either. Some may lack the productivity, drive and passion you need. Past performance and successes can easily be exaggerated. Resumes can lie more than trial lawyers, which is why it’s worth expanding your scope.
On the Cusp Candidates
The majority, 75% of people aren’t actively looking for work. However, there’s a subset within this majority called “tiptoers,” who are quietly looking, reacting to opportunities they hear about through their networks.
These candidates are more likely to spend speculative emails or ask friends and connections. Keeping your staff aware of open positions and what an ideal candidate looks like is a great way to catch speculative candidates before the competition.
An employee referral program is another way to motivate your team to locate high-value passive candidates.
Passive Candidates
Most people aren’t looking for work all the time. As a result, a company isn’t guaranteed to get the most qualified candidates since they could already be employed by a competitor. How do you get these candidates interested in a role you’re recruiting for?
First you have to find them.
- LinkedIn has a wide selection of recruiter solutions, many of which are equally helpful with passive candidates. Other social platforms and Boolean searches (using (AND, OR, NOT, or NEAR, or the mathematical values for each) are invaluable when looking for skills, qualifications, and relevant job titles.
- Employer Branding. Companies with bad reputations will struggle in a competitive jobs market. Research shows that 75% of professionals wouldn’t take a job with a firm if it had a bad reputation, even if they were unemployed. Your staff have to genuinely buy-into brand values and culture, they have to enjoy their work if they are going to promote your brand to passive candidates.
- Employee Referral Program. Candidates who are referred by staff save you money. Depending on the role a percentage of what it would have cost should be set aside as a referral bonus, thereby rewarding staff for advertising a role to friends and contacts.
- Social Media Marketing. All referral programs and job postings should be hard wired into your social media campaigns. The best way to capture passive candidates attention is with engaging content on social media: make them laugh, think, wonder at what it might be like to work for your company. Give them a reason to reach out. Make it easy for your team to share vacancies with prospective hires.
Finding your next A-player might not be as a result of a job ad. Instead, you could get an email, a LinkedIn message, Tweet or phone; just something casual, a potential candidate exploring an opportunity they heard about.
Don’t let these candidates slip through the net. Passive candidates are at least as good – if not better than – active ones; find them before your competition.
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!
