With the recruiting market running so tightly, employers will want to be ever more creative in sourcing candidates. Our recent installment looked at ways organizations can continue to attract top talent in a tight hiring market. However, there’s another potentially untapped pool of candidates that hasn’t been addressed yet, the passive candidate. In a candidate driven market, luring passive candidates to your organization can be one of the missing pieces to acquiring top talent.
In contrast to active candidates, passive candidates are the ones that aren’t actively looking for that next opportunity but rather are the ones that will stop and listen when contacted. They are not checking job postings or surfing the job boards and career sites.
The first step is shifting the recruiting strategy and putting “recruiting” back into the mindset. This means that you will be selling the passive candidate on your opportunity and your company instead reviewing resumes that have come to you through your job postings.
Once you have the passive candidate on the phone then understanding what is driving the candidate is paramount. What are their frustrations at their current employer? Top employees want to be continually challenged and presented with growth opportunities. By showing them how it will be different at your organization, you will be able to sell them on joining your organization through potential growth, future success and satisfaction.
Looking inward can help you when going after those passive candidates. Survey your recent top hires for their story of how they came to find and accept their offers. Ask (and reward) them for referrals – metrics show referrals produce the highest quality hires. Also, talking with your top employees give you the opportunity to re-recruit them to your organization. Because you can bet that other companies are currently recruiting them. This will give you a head start in retaining those employees that you value the most.
Candidates today have options and companies will want to move into the selling mode with candidates to lure them away from their current employers. Are you selling enough in this hot job market?